Women’s rights gained under EU law must not be lost in Brexit

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Sue Cohen, Research Associate in Bristol Law School

Much of the debate in the UK, pre and post the referendum, has been on the single market and freedom of movement. Gender has been all but cleansed from the Brexit political and media discourse, with barely a mention of investment in women’s equality, the social infrastructure and the institutions that might guarantee progressive gains from gender mainstreaming.

The EU Parliament’s Committee on Women’s Rights is a significant institution in this respect, and one we will lose upon Brexit. The Committee helps to process legislation on equal treatment adopted by EU institutions, invites transnational lobbying on women’s issues, and investigates particular issues and concerns that affect women.  It does this through commissioning research and reports that further gender mainstreaming in the funding programmes of the European Commission. (1)

Critically, the UK, has no comparable influential institution. The Women and Equalities Committee is a new select committee and its influence is not embedded in the decision-making structures and funding mechanisms across government. The Women’s Commission was closed down by the Coalition Government, whilst the influence of the Equality and Human Rights Commission (EHRC) has been eroded over time, with significant cuts in staff and funding and thus significant limitations on its ability to deliver strategic change. Continue reading

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Some thoughts on European and national non-discrimination law and Brexit

Dr Jule Mulder, Lecturer in Law, University of Bristol Law School

Dr Jule Mulder, Lecturer in Law, University of Bristol Law School

European non-discrimination law is a great example of how legal ideas travel around the globe and are modified and improved in the process.

As well demonstrated by Fredman[1]and Schiek,[2] non-discrimination law did not originate in Europe nor can the European influence be negated.

For example, the concept of indirect discrimination can be traced back to international law and was also pioneered in the US case of Griggs v Duke Power,[3] which challenged under the Civil Rights Act 1964 employment practices that required High School diplomas in order to access specific jobs.

This US legal development then inspired European Common Law jurisdictions—most notably the UK—to incorporate similar concepts in their national law (see e.g. Sex Discrimination Act 1975 and Race Relations Act 1976), and the concept of indirect discrimination finally reached the EU in the early 1980s when the Court of Justice of the European Union (CJEU) explicitly referred to the Griggs in its Jenkins Judgment,[4] a case which also originated in the UK.

However, this initial influence from the UK and other common law jurisdictions did not halt in this development. Rather, what started as a relatively insignificant equal pay provision in the Treaty of Rome (Article 119 EEC) and a political compromise between Germany and France,[5]has developed into a large equality framework protecting the characteristics of sex, race and ethnic origin, religion and belief, age, disability, and sexual orientation (e.g. Directives 2000/43, 2000/78 and 2006/64) and goes beyond employment discrimination by also tackling sex and race discrimination within the access to and supply of goods and services (Directives 2000/43 and 2000/113).

The 2000 directives expanding the personal scope of EU non-discrimination law were particularly affected by Anglo-Dutch intellectual thought and influence,[6] as jurisdictions that had most significant experience with non-discrimination law covering a wide number of protected characteristics. These new directives, alongside the CJEU interpretation of all the directives and equal pay provision (now Article 157 TFEU), then in turn influenced the law of the Member States including the UK legal framework.

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Missing Women: It’s Time for Legislative Quotas in British Politics

Sarah Childs, Professor of Politics and Gender

Sarah Childs, Professor of Politics and Gender

Last week the Counting Women In coalition published its 2014 report into Sex and Power in the UK. Yet again women will be reading that they are under-represented in British politics: at Westminster, Holyrood, Cardiff, Stormont, and in local government across the UK. Meanwhile, resistance to gender quotas continues, with a recent YouGov poll highlighting the lack of popular support for all-women shortlists. It’s time for political parties to show leadership on this issue and follow the global evidence – well-designed and properly implemented quotas are the most effective way to address the under-representation of women. Patience is no longer an option – the time has come for legislative quotas in British politics.

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