Championing Inclusion: Joeli Brearley on Tackling Workplace Discrimination

A group of professionals from across industries gathered at Octopus HQ to discuss one of the most pressing workplace challenges of our time - the intersection of work, family, and gender equality.

Partnering with Octopus Energy Electric Vehicles, we hosted an impactful event, addressing workplace discrimination and inclusion with a powerful line-up of speakers and panellists.

The keynote address came from Joeli Brearley, founder of Pregnant Then Screwed, followed by a thought-provoking panel with Georgie Leonce, Head of People, Culture & Development at Shieldpay; Kamika S, Senior HR Business Partner in the Tech Industry; and Louise Fraser, our People & Culture Director here at Instant Impact.

Joeli Brearley’s Powerful Keynote: Challenging Workplace Discrimination

Joeli Brearley opened the event by discussing the staggering statistics surrounding discrimination against pregnant women. According to research by the Equality and Human Rights Commission, 77% of pregnant women encounter workplace discrimination, and 54,000 lose their jobs annually due to pregnancy. These numbers have doubled in the past two years.

She shared stories of women who faced extreme challenges after disclosing their pregnancies. From a woman taking a shot of vodka every morning to prove she wasn’t pregnant, to another who went into early labour after workplace harassment. Joeli termed this the "Motherhood Penalty," a systemic disadvantage that pushes mothers off a financial cliff and even traps some in abusive relationships due to financial instability.

She emphasised how 1 in 3 employers believe pregnant women and new mothers are less interested in career progression, while 37% of employers would openly advertise jobs for men only if legally permitted. Women without children are 2.4 times more likely to get a call-back for a job interview compared to mothers, showing a deeply ingrained bias.

Top Strategies to Combat the Motherhood Penalty

1. Talk about it: Encourage open conversations between managers and teams about the business benefits of family-friendly policies. Companies like Unilever saw 30% higher retention when they embraced family-first approaches.
2. Equalize parental leave: Joeli advocated for policies that support gender-neutral caregiving, citing companies like Aviva and Deloitte, which have successfully implemented equal parental leave policies. She pointed out that 1 in 3 dads would change jobs for a more family-friendly workplace.
3. End presenteeism: Mothers cannot compete in a culture that rewards long hours at the office. Toyota, for example, switched to 6-hour workdays and saw a productivity boost. Brearley stressed the importance of senior leaders modelling this behaviour by adopting a ‘leave loudly’ approach - leaving the office on time and encouraging others to do the same.
4. Collect data: Without data on parental leave, promotions, and retention, companies can't measure the impact of their policies. Gathering data helps businesses identify areas for improvement and track progress.

She concluded by stressing that mothers are among the most productive employees when supported properly, citing research from Microsoft that women with children outperform others at every stage of their careers.

Joeli left the group with a powerful challenge: mothers excel when supported - so what are we going to do to move the dial forward?

Panel Discussion: Building an Inclusive Workplace

The panel addressed the challenges of building a truly inclusive workplace culture, with 4 key takeaways:

• Allyship is Key: Louise Fraser of Instant Impact emphasized that allyship shifts caregiving from a personal issue to a collective responsibility. When non-caregivers, especially men, take active roles in caregiving, it helps dismantle gendered expectations. Executive role-modelling at Instant Impact fosters a strong sense of belonging.
• Flexible Work Policies Support Inclusion: Kamika discussed Riskonnect’s five days of paid leave for young carers, reducing the pressure on those balancing personal and professional responsibilities. Louise highlighted Instant Impact’s flexible work policy, designed to support parents and caregivers without rigid rules.
• Visibility and Recognition Matter: For inclusivity, it's crucial that all employees, especially remote workers, feel valued. Louise stressed the importance of ensuring access to promotions for all. Georgie Leonce praised tools like HeyTaco and Slido, which enhance remote engagement and peer recognition at Shieldpay.
• Caregiver-Specific Benefits Drive Retention: Targeted benefits increase employee loyalty. Georgie highlighted Shieldpay’s menopause coverage, and Kamika commended the Co-op’s unlimited leave policy for medical treatments - both fostering employee well-being and retention.

Final Reflections: Creating a Supportive Workplace for All

The discussion concluded with each panellist reflecting on innovative approaches they've seen in action:

• Microsoft's backup childcare program ensures that if employees' childcare arrangements fall through, they have access to vetted caregivers.
• Shieldpay allows employees to work anywhere in the world for two weeks a year, offering unmatched flexibility.

These discussions underscored the importance of companies evolving beyond compliance and genuinely supporting employees - whether they’re parents, carers, or facing other life challenges.

As Joeli aptly put it, balancing unpaid labour at home is essential to modelling a better future for the next generation. Changing workplace norms will require sustained effort, but with the right policies in place, businesses can create environments where all employees thrive, regardless of their caregiving responsibilities.

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