I believe that Parliament is, collectively, better for having young parents in it, Chloe Smith MP speaks during Maternity Discrimination Debate

Chloe Smith, Member of Parliament for Norwich North, took part in a Westminster Hall debate on maternity discrimination following previous meetings with the Equality and Human Rights Commission on their #powertothebump campaign[i].

 

Chloe who is 28 weeks pregnant and expecting her first child in October began her speech in a light-hearted fashion saying:

“It is not my style when speaking in this place to draw attention to what I look like rather than what is up here in my head, and I should not take this approach when addressing any other subject matter, but I think, as the Member of the House who is currently pregnant—I am 28 weeks expecting—it may be helpful if I speak in the debate. As I have said, I would not normally encourage this, other than for the sake of my dear mum. She often watches the debates on screen.”

 

Chloe continued her speech reflecting on her experience as an MP expecting a child by saying: “I am obviously not the first Member of Parliament to have a child and I hope I will not be the last... I do not in any way believe that being a prospective mother makes me a better person, or gives me more of an entitlement to speak, but I believe that Parliament is, collectively, better for having young women in it, and young parents who can speak on this subject…There is much to do. Given the developing history that I have mentioned of women and young parents—it is not only women—who are Members here and who have young families that they want to look after, it is high time for a more concerted approach across the House. However, the debate is not only about us; this is but one example of a workplace.”

Addressing the points of shared parental leave, Chloe commented:

“Shared parental leave gives employers no further justification for making gender-based assumptions about the likelihood that a current or prospective member of staff will be caring for children in the future. It is therefore wholly to be welcomed. I look forward to sharing parental leave with my husband, who intends to take leave after I do. I ​hope that that will serve as a small working example of something that has the potential to suit families of all shapes and sizes. Like the hon. Member for Harrow West, I want that new legal concept to be used more, and to become a comfortable part of mainstream culture. There should be no gender attached to caring for children. There is no need for it; we have come past that point.”

 

The Debate on Maternity Discrimination comes following research from The Department for Business, Innovation and Skills (BIS) and The Equality and Humans Rights Commission (EHRC) that:

 

·       77% of pregnant women and new mothers experience discrimination or negative treatment during pregnancy, maternity and on their return from maternity leave.

·       11% of mothers also lose their jobs as a result of pregnancy discrimination each year which, scaled up, amounts to 54,000 women.

·       4% of all pregnant women and new mothers leave their jobs as a result of health and safety concerns regarding their working conditions.

·       One in five women (19%) who stopped breastfeeding say that returning to work influenced their decision.

·       More than half (51%) of women who had their flexible working request approved reported negative consequences.

The report concluded that to tackle this, the Government should show leadership in leading a change in culture. Suggesting that it should to bring together employers, unions and voluntary organisations to run a campaign to communicate the benefits to the wider community in addressing pregnancy and maternity-related discrimination and supporting women’s participation in the workforce during their childbearing years. These benefits include protecting the health and wellbeing of women and their babies, protecting family incomes and reducing child poverty. It should also address the business case for attracting and retaining women of childbearing age especially in relation to small and medium sized enterprises. It must be clear that this is not optional – that there is a legal framework for pregnancy and maternity issues with penalties for failing to comply.

 

Chloe has worked with the #powertothebump to address some of this report’s worrying findings and to provide expectant parents with information about their rights and what support is available to them to ensure they’re not facing discrimination.