Regardless of the work you choose, everyone should be entitled to fair and respectful working conditions, and to feel safe. For hundreds of thousands of young women in insecure work, this is not the case. Our report, published on 19 March, revealed that over a third (33%) of young people feel trapped, and many are facing discrimination (67%) and sexual harassment (26%).
While insecure work is tough for everyone, young women are more exposed to its challenges because they’re more likely to enter industries that use it such as hospitality and social care.
Thanks to the government’s Employment Rights Bill and the strengthening of workers’ rights, including a ban on zero-hours contracts, improvements are on the horizon. But there’s a lot employers can do to get ahead and lead change.
In our research, young women told us that they face unfair, and sometimes illegal, practices. Over half had worked more hours than they were contracted to (54%), 49% had been given less than 24 hours’ notice of changes to shifts, and 43% had been paid late or at inconsistent times.
Employers can help by providing more regular hours and consistent shift patterns where possible. An offer of compensation for last-minute shift cancellations would also mean that young women can plan ahead, budget for their futures, and cover any costs that they incurred to take the shift in the first place, such as childcare or travel costs.
Read more: Young women feel less supported at work than men
A lack of flexibility in roles often pushes young women, particularly neurodivergent and disabled young women and carers, deeper into insecure work as they try to juggle their needs and employment at the same time. By increasing the number of flexible and part-time positions, businesses can provide more secure alternatives and help young women move out of unpredictable contract work.
One of the issues we heard loud and clear is that there’s a lack of investment in upskilling and developing inexperienced workers to improve their chances of progressing out of insecure work. This contributes to a ‘sticky floor’ effect: young women get stuck because they don’t have the skills and confidence to seek alternative employment.
Our research found that almost three in 10 (27%) said that they don’t feel confident enough to move out of insecure work when they want or need to.
Young women also need employers to integrate temporary staff into their teams, such as including them in team activities and more structured relationship building. One young woman we spoke to had worked at a company for nearly a year and was told she wasn’t allowed to attend the Christmas party because she was temporary.
Read more: Working from home risks women's career progress, says Nationwide leader
During recruitment, we’re calling for transparency and clarity around the type of contract available and the correct salary. Many young women we spoke to had been led to believe that a short-term contract may become permanent, only for this never to materialise. Young women also need for employers to be upfront about opportunities for progression, including the likelihood of transitioning into a secure role.
It's important for employers to recognise that they can do more to support women in their workplaces and help them progress and thrive. It doesn’t just make sense from a moral point of view: it’s good for business. By shining a light on your own internal policies and practices and making changes today, you will unlock an entire talent pool of people who are ready to boost our economy, and you’ll be creating fairer workplaces that benefit us all.
Claire Reindorp is chief executive of the Young Women’s Trust charity
