Equality Act 2010 Guidance: Gynaecological Conditions
It is a pleasure to serve under your chairship, Ms Jardine. I am truly grateful to my hon. Friend the Member for Hampstead and Highgate (Tulip Siddiq) for securing this important debate and to everybody else who has championed this issue, including those joining us in the Gallery. We all know that, for far too long, women’s conditions have often been dismissed. They have not been a priority, and in some cases they have been misunderstood. Some might say that it is down to misogyny that is baked into the system, but these conditions truly impact every stage of women’s lives, from when they are very young girls and through the teenage years, all the way to when we are supposed to be full of wisdom—or not, in some cases. These conditions are fluctuating, which is partly why employers take the opportunity of not having to address reasonable adjustments. In fact, employees requesting reasonable adjustments are often faced by unreasonable expectations. The scale of the challenge remains significant, so I welcome the fact that waiting lists are coming down in Wolverhampton’s NHS trust. Over 5,800 people in Wolverhampton were waiting for treatment this summer, which is an improvement on the 6,462 the year before, but hon. Members can see the scale that we are still facing. I welcome the Government’s action on the renewed women’s health strategy, but I call for levers across Government Departments to push faster. Today’s debate is about more than just healthcare; it is also about employment and workplace protections, as we have heard. Too often, the support depends on whether an employer understands and has the resources to support what an individual is going through. That is inconsistent and can lead to further harm for the individual. The Equality Act already provides important protections where a condition meets the legal definition of disability. However, many women find themselves in a grey area where their condition significantly affects everyday life but the support remains inconsistent. That is why I believe there is a strong case for explicitly referencing gynaecological conditions within Equality Act guidance. Clearer guidance would support employers to be better and to better understand conditions such as endometriosis, fibroids, PMOS and menopause. It would encourage earlier conversations, reduce stigma and support the reasonable adjustments that are needed. In many cases, those adjustments are straightforward, whether it is flexible working, time off for specialist appointments, temporary changes to working patterns or maybe some flexibility with home working. Will the Minister work with the Equality and Human Rights Commission, employers and women’s health organisations to consider how Equality Act guidance can better reflect the realities faced by women living with those conditions? Women have waited long enough to have these conditions recognised. We are making progress in healthcare and that progress should be welcome, but now we have an opportunity to ensure that the support extends beyond hospitals and GP surgeries and into workplaces.