Women

RMT Council of Executives decision:

We welcome the resolution from our National Women’s Conference recommending that the union produce a regular women’s newsletter, and refer this to the Equal Rights Sub-Committee for examination and report to the next Council of Executives meeting.

This year’s RMT National Women’s Conference, 9 & 10th March 2012, will be webcast live via the members' area of the RMT website.

Any RMT member wishing to watch should go to RMT's website and click on the members' area in the top menu bar on the home page.

Once there you will be prompted to enter a username (your membership number), and your password. Anyone who cannot remember their password should click on the 'register as new user' heading and follow the instructions.

RMT General Grades Committee decision:

We note the documentation on file regarding TfL’s proposal to divide its Equality and Inclusion team into two parts, one for staff issues and one for service delivery. We endorse the objections that staff side have raised to this proposal. We further believe that this division inaccurately implies a significant difference between equalities issues facing workers and those facing passengers, whereas workers and passengers share similar a interest in an accessible, non-discriminatory transport system.

On International Women's Day, rail, maritime and transport union RMT is reaffirming its commitment to tackling sexism and inequality, and warning that the Government's plans for the railways could spell disaster for women passengers and workers.

International Women's Day began in 1911, as a day of protests in support of rights for working-class women. This year, it coincides with the Government's publication of its response to the McNulty report.

RMT Council of Executives decision:

We note the domestic violence policy on file from ‘One’. While it is positive that this company has a policy on this issue, and it has some good content, a model policy would include several improvements. In particular, a model policy would include specific commitments that:

• there will be no action under MFA/Attendance policies against staff absent due to domestic violence
• special leave for escaping domestic violence should be paid
  

We note the domestic violence policy on file from ‘One’. While it is positive that this company has a policy on this issue, and it has some good content, a model policy would include several improvements. In particular, a model policy would include specific commitments that:

• there will be no action under MFA/Attendance policies against staff absent due to domestic violence
• special leave for escaping domestic violence should be paid
• paid special leave should also be given for appointments etc, and that this is preferable to rearrangement of shifts
  

Downloadable A4 poster displaying the RMT Women's Charter. Copies of this poster will also be available at the Women's conference in March.

Downloadable A4 poster highlighting some of the sexist comments heard by RMT members and reported in the Sexism At Work Survey 2011. Copies of this poster will also be available at the Women's conference in March.

Hi. My name is Esme Bradbury, and I have recently been elected Women's Officer for RMT's London Transport Region.

I will be posting information on this website regularly. In the meantime, if you have any suggestions or issues you would like to contact me about, please email me.

What actions do you think would help get rid of the sexist culture in your work place?

• Awareness of what is/what is not acceptable.
• Definitely more awareness training. More women in senior positions.
• It's mostly the over 50's in the workplace as they are still stuck in the 1960's era!!
• Have women on the board of directors would be nice!
• There is a culture that says if you're not one of the "lads" i.e. Drink, swear or object to any discrimination you're attacked.

  Click read more to see more responses.