If you are being treated differently at work because of your gender, it can be incredibly upsetting. You might be targeted with derogatory comments, or have been consistently overlooked for promotions despite being the most suitable candidate. You may want to smash the glass ceiling and force equal pay from your employer.
We’ll explore various type of sexism at work throughout this article and explain when you may have a claim for compensation against your employer.
This article is a guide to help employees in the UK understand their rights relating to sexism at work under employment law, what to look out for, and the actions you can take.
We cover:
The effects of sexism in the workplace
Examples of sexism at work
What occupational sexism is
What employers can do about sexism at work
How to report sexism at work
How sexism and gender inequality relate
The law on workplace sexism
What is sexism?
Sexism is simply treating someone different because of their gender. Someone may also be treated unfavourably because of their gender identity or sexual orientation. More people are becoming increasingly aware of the difference between sex and gender, however despite this, in anti-workplace discrimination laws, these terms are often used interchangeably.
Sexism at work can be also be tied together with other forms of discrimination such as racism. For example, a black woman may be treated differently to a white woman by an employer despite them doing the same job, being equally qualified and being at the company for the same amount of time.
In any form, sexism is illegal and unacceptable, and if you have or are being affected by any form of discrimination including sexism, you do have various legal protections to support you.
What is the impact of sexism at work?
Sexism leads to discriminatory practices in hiring, promotion, and compensation, limiting opportunities for people based on their gender rather than their qualifications or abilities. Sexism at work generally impacts women more than men - this plays out across job roles, industries and is displayed in the fact that there is an imbalance of men compared to women in senior leadership positions in companies across the UK.
It is a fact that women are less represented than men in boardroom positions. In America, only 8% of Fortune 500 CEOs are women. And without representation, women are less able to see role models in positions of power, and so it can be hard to imagine themselves in executive positions, creating a vicious circle.
Sexist behavior, such as harassment or microaggressions create a hostile work environment where employees feel uncomfortable, unwelcome, or unsafe. This can lead to increased stress, anxiety, and decreased job satisfaction. It can also contribute to burnout and other mental health issues.
This then ultimately creates barriers to career advancement for women and marginalized genders, leading to fewer opportunities for leadership roles, pay gaps, and a lack of representation in senior positions.
Diversity in the workplace is a competitive advantage and can lead to:
Employee engagement
Profitability
Company performance
How common is sexism at work?
A Young Women’s Trust poll found that 23% of females aged between 16 and 30 have been sexually harassed at work, however only 8% report the incident(s).
This demonstrates that not only is sexism more commonly against women at work, there is also an issue of underreporting. This is likely because of fears that they won’t be taken seriously. This is especially true when women hear from other women that nothing has been done to address the discrimination against them. In this case, the organisation in question may be institutionally sexist.
Examples of sexism at work
Unfortunately, there are many examples of sexism in the workplace.
Restricting participation – this could be something as seemingly simple as a person not being invited to drinks after work or women’s ideas not being considered or taken seriously
Gender pay gap – if a women is paid less than a man for doing the same job when both have the same level of experience, this is discrimination and an example of sexism at work
Being overlooked for a role – when a woman is overlooked for promotion or a new role and an under qualified man takes the role, this is a prime example of sexism at work
Mansplaining – is a phenomenon when a man explains something to a woman in a condescending way or implies that a women won’t be able to understand the concept because it is too complicated
Women expected to perform gendered work – you might hear people use the term ‘women’s work’ - this is a sexist idea where women may be expected to make coffee, act as secretaries or clean the office
Making jokes – about a woman’s appearance or their gender can be considered discriminatory bullying and harassment
Discrimination against men for working in women heavy roles – for example nursing, childcare and social work
Pregnancy and maternity discrimination – the survey by the Young Women’s Trust found that 43% of mothers had experienced maternity discrimination
What is the difference between misogyny and sexism?
Merriam Webster defines misogyny as ‘hatred of women’, while Dictionary.com has the following definition: ‘hatred, dislike, or mistrust of women, or prejudice against women’.
This definition can be taken one step further: Cornell University Professor Kate Manne describes it as not just a ‘a plain, random hatred of women, but rather it's an ideology founded on controlling and punishing women who challenge patriarchal norms’.
Oxford Languages defines sexism as ‘prejudice, stereotyping, or discrimination, typically against women, on the basis of sex’.
What is benevolent sexism in the workplace?
Benevolent sexism is a term that means valuing a supposed, stereotyped trait in women. This form of sexism is inherently condescending and devalues individual women as all belonging to some overarching group.
Let's have a look at an example of benevolent sexism:
A male colleague offers to take over certain tasks or responsibilities from female colleagues under the assumption that they are less capable or need help because they are a woman. For instance, during a team project meeting, a male colleague might offer to handle the technical aspects of a task while suggesting that a female colleague focus on more "soft" or administrative tasks, such as taking notes or organizing meetings, without considering her actual skills or preferences. While this behavior may seem well-intentioned, it reinforces gender stereotypes and undermines the female colleague's professional capabilities, contributing to unequal treatment based on gender.
A study by HR Magazine found that the more senior a man at work, the more likely they are to behave in a benevolently sexist manner.
Benevolent sexism is in contrast to hostile sexism, which attaches negative traits to women and cliches. An example of this is believing that women make bad bosses, or that a new mother shouldn’t come to work as she should be responsible for caregiving and after giving birth she won’t be able to commit to her job as much as before.
What is occupational sexism?
Occupational sexism is a form of discrimination based on a person’s gender. It is often triggered by the expectations and stereotypes that some parts of society have about the roles of men and women.
It is the umbrella terms that contains the various forms of sexism we’ve mentioned, benevolent sexism and hostile sexism.
Occupational sexism can contribute to equal pay disparities, invisible barriers to progression, sexual harassment, maternal bias, lack of representation and gender-based stereotypes.
How can workplace sexism be tackled?
According to women that have been affected by workplace sexism, 23% of women believe their employer should recruit a better balance of men and women. Only 18% of men believe the same.
In the same survey by organisational change business Culture Shift, 91% of people said working for an employer with a reputation for treating people well was ‘integral to their happiness at work’. Sexism can also affect employees’ mental health and performance, so this is clearly a crucial issue for employers to address.
These data points show that employers need to address gender imbalance and to be transparent about the steps they’re taking to win the trust of their employees.
This should be done by looking at policies and ensuring a real cultural shift when it comes to equality and diversity. By making sure the company has robust policies in place that explicitly ban sexism and other forms of discrimination, and following through on these policies, it can send a clear message about the culture of the company.
Regular training sessions to raise awareness about sexism, unconscious bias, and the importance of creating an inclusive workplace culture can go a long way in tackling sexism too. Training should cover topics such as respectful communication, diversity appreciation, and bystander intervention.
Moreover, implementing flexible work arrangements that accommodate employees' diverse needs and responsibilities, including parental leave, flexible scheduling, and remote work options will be hugely beneficial. This helps create a more inclusive work environment and reduces barriers to women's career advancement.
And it goes without saying that leaders and managers should set a positive example by modeling respectful behavior and challenging sexist attitudes and actions in the workplace. They should actively support diversity and inclusion efforts and hold themselves and others accountable for upholding company values.
How can I deal with sexism in the workplace?
If you see sexism happening to a colleague or it’s happening to yourself, you should report it to your employer in the first instance. However, it’s clear there is an issue of underreporting as only 8% of women report an issue of sexism.
This is understandable as women feel they may be disbelieved or treated worse because of their accusation. Employees should know that their rights are protected by the Equality Act 2010 and if their employer fails to take action to address discrimination at work, they may be able to make a claim against them.
So, when reporting it to your employer, be sure to document any communications you have, and take a representative into any meetings with you for support and evidence of the discussion taking place.
The law also protects employees from unfair dismissal, employment term changes, pay, benefits and training and development opportunities.
How can I report sexism in the workplace?
You should report the issue to your line manager at work. They will then follow the workplace’s procedures on sexism at work, which must follow the law on discrimination at work.
Remember that is against the law for your employer to retaliate against you if you report sexual harassment for instance. And if they do, our expert sexual discrimination at work lawyers can help you build a case against your employer.
How should employers address sexism at work?
Employers are liable for sex discrimination in the workplace under the Equality Act 2010. Any incidents that take place in the workplace that are considered sex discrimination and where employers failed to put in measures to prevent such behaviour could mean an employer was negligent under the legislation.
The Equality Act states that someone can’t be discriminated against because:
They don’t belong to a particular sex
Someone considers them to be the opposite sex to what they identify as. This is known as discrimination by perception
Someone is connected to a person that is being discriminated against. This is known as discrimination by association
Some steps employers can take to address discrimination in the workplace include:
Updating policies to remove gendered language and to clarify the organisation’s approach to bullying, harassment and discrimination
Carry out fair investigations when sexism accusations are made
Offer training to staff on sexual harassment, gender, micro aggressions and how to respect all people
Review hiring practices and the make up of your teams, especially senior leadership to ensure there is a fair balance and equal representation
Legal support for those affected by sexism at work
We know how hard it can be to talk about sexism at work; you may feel that you won’t be believed or that you’ll harm your relationship with your workplace. Maybe you're in an equal pay dispute with your employer and you're worried?
Rest assured, our solicitors will believe you, support you and be on your side all the way through.
If you have experienced sexism in the workplace and would like to explore legal remedies, get in touch with our legal assessment team for a free case evaluation and quote. Our expert network of employment solicitors work online for fixed-fees as part of our mission to make justice accessible to everyone.