Goal 6: End gender discrimination and harassment

Our pioneering Gender Benchmark in summer 2024. Based around 7 goals, WE+ is a transformative framework that will help organisations get closer to achieving gender equality

It’s 50 years since the Sex Discrimination Act prohibited sex discrimination in the workplace. At heart the law was simple: no one should be treated unfairly because of their gender. And yet, half a century – and a lot more legislation later – the UK workplace is filled with stories of inequity, inequality, unfairness and discrimination. In many ways Goal 6 under the One Loud Voice (1LV) WE+ Measure – to End Discrimination and Harassment – is the most important, because it unlocks access to so much equality.

The historical context

To go forward, we have to first look back and understand why we still need to push to end discrimination and harassment. The 2010 Equality Act protects employees, job applicants, contractors and even former employees from being treated less favourably because of their gender. Discrimination can be direct – such as paying women less than men for the same job, indirect – policies that disadvantage women, harassment – unwanted behaviour linked to gender, or victimisation – punishing someone for complaining about discrimination.

Sexual harassment is a specific form of discrimination that includes unwanted sexual advances, comments, or behaviour that creates a hostile or intimidating work environment. The legal recognition of sexual harassment as workplace discrimination in the UK came in 1986, following a landmark case that set a precedent for protecting women at work. Despite legal protections, these issues persist, with recent high-profile cases and movements like

#MeToo highlighting the ongoing need for cultural and structural change

The struggle for gender equality in UK workplaces has a long history. The Sex Disqualification (Removal) Act 1919 was a major milestone, opening professions to women and removing barriers based on sex. However, societal attitudes lagged and overt sexism remained common for decades. The 1970 Equal Pay Act was a direct response to actions like the 1968 Ford Dagenham strike, where women protested being paid less than men for similar work. This and subsequent activism led to further legislation, including the Sex Discrimination Act 1975 and, eventually, the Equality Act 2010, which consolidated and strengthened anti-discrimination law.

It is easy to see how the legislation that is supposed to protect women can end up hindering their progress simply by being in place. Legislation alone is not enough – experts and campaigners including 1LV stress the need for a cultural shift—one where everyone, regardless of gender, feels empowered to speak up, challenge bias, and support equality in their everyday actions.

Going forwards: what needs to change in the UK workplace

• Unlocking economic potential

Gender discrimination and harassment not only harm individuals—they hold back the entire economy. According to PwC’s Women in Work Index, increasing female participation and closing gender gaps could add over £43bn to UK GDP by 2030. Greater integration of women boosts productivity, innovation, and the overall skills base, while reducing income inequality.

When women are free from discrimination and harassment, they can contribute fully to their workplaces, leading to a more diverse and competitive economy. Businesses with gender-equal environments are better able to attract and retain top talent, tap into a wider range of ideas, and respond more effectively to changing markets.

• Improving organisational performance

Numerous polls and pieces of research point to workplaces that prioritise gender equality and safety benefiting from higher employee satisfaction, increased productivity, and lower turnover. Employees who feel respected and valued are more likely to be engaged and motivated. Gender-diverse teams are proven to be more innovative and better at problem-solving, as they draw from a broader range of experiences and perspective.

• Creating a fairer society

Ending workplace discrimination and harassment is not just an economic imperative—it’s a moral one. Fairness and equal opportunity are core values in a modern democracy. When women are denied equal pay, promotion opportunities, or are subjected to harassment, it undermines social cohesion and perpetuates inequality both at work and in wider society.

• Supporting women’s career progression

Discrimination and harassment are known barriers to women’s advancement. They contribute to the gender pay gap, the sticky middle, the glass ceiling, and the underrepresentation of women in leadership roles. By tackling these issues, employers can ensure that women have equal opportunities to progress, develop their skills, and reach their full potential.

• Legal and reputational benefits

Employers who fail to address discrimination and harassment face significant legal risks, including lawsuits and fines. Beyond legal compliance, fostering an inclusive workplace enhances an organisation’s reputation, making it more attractive to customers, clients, and potential employees.

Ending gender discrimination and harassment in the workplace is fundamental to the success of UK women—and to the nation’s prosperity. As history shows, progress is possible when individuals, employers, and policymakers work together to break down barriers and create workplaces where everyone can thrive. The benefits are clear: a stronger economy, more innovative businesses, and a fairer, more inclusive society for all.

The benefits link to the six other WE+ Measure Goals. WE+ Measure was always designed with ‘all of us’ in mind. The gender benchmark was launched in June 2024 with a simple aim: to help women in the workplace at every point in their career by working with organisations and helping fix the structural imbalances in the system.

Structured around seven strategic goals WE+ gives organisations a foundation from where they can articulate their commitment to both equity and equality in the workplace.

Goal 1: Commitment to gender equality

Goal 2: Minimise bias in recruitment, promotion and reward

Goal 3: Resolve structural issue around working patterns and benefits

Goal 4: Create psychological safety and an inclusive culture

Goal 5: Genuine partnership approach between genders

Goal 6: End gender discrimination and harassment 

Goal 7: End gender pay gap

Find out more about WE+ Measure here