More women than men are now joining trade unions and asserting their rights in the workplace. Women's Editor Christen Pears reports.

Suzanne Robinson doesn't conform to the old trade union image. As a 22-year-old woman, she is far removed from the stereotype of middle-aged men drinking beer and eating sandwiches. She's bubbly, enthusiastic and passionate about her union.

"I have always had a moral stance when it comes to unions. I've always believed in equality. No-one should be discriminated against," she says.

Suzanne first became involved with trade unions while working for Norwich Union, assessing insurance claims. She joined Amicus and became a lay representative, working with members on a range of issues. It gave her a taste for trade unionism and in October 2002, she applied for a newly-created role with Amicus as a learning organiser in the North-East.

The job involves promoting education and learning among workforces, particularly in companies who already have an affiliation with Amicus. Suzanne does this by recruiting representatives who she directs in raising awareness and encouraging people to improve their skills.

Her speciality is lifelong learning and she says a lot of women are taking up the opportunities on offer. "I think women can get involved with trade unions at all levels and lifelong learning is something they particularly relate to, whether they've been to university or are looking to move into IT. That may be for work reasons or they may want to be able to help their children with their homework," says Suzanne.

The number of women joining trade unions is increasing all the time and Amicus is now recruiting more women than men. In the North-East, 40 per cent of its members are women.

"That's a great figure but we want to get it to 50 per cent. There has been some progress towards equality but it's been slow. There is still a 19 per cent pay gap between men and women and that has to change," says Suzanne.

The discrepancy is historical. Traditionally, fewer women than men worked and consequently, pay and career structures were geared around male employees. Amicus is asking companies to carry out pay audits to find out where the differences lie and to do something to address them.

Suzanne says: "Because women didn't work as much 50 years ago, they got a poor deal. Now there are more women in the workplace than ever before and they're prepared to stand up for themselves. They want to look after their rights and make sure they're not discriminated against. It's about time they got involved and became proactive."

Trade unions have also been at the forefront of flexible working legislation, helping women find a good work-life balance. Even though increasing numbers of men are taking on family responsibilities, women still tend to bear the brunt, caring for children or sick and elderly relatives. Employers are now bound by law to consider employees' applications for flexible working time. Some even provide creches but, says Suzanne, others are less accommodating. "There have been changes but we want to see even more. The more women that get involved with trade unions, the quicker that will happen."

Tips on planning

for pregnancy

THIS month marks the first anniversary of flexible working legislation. Jennie Bremner works as a regional officer for Amicus and often advises working mothers negotiating maternity leave and life once they have had their babies. Jennie, who started her own maternity leave last month, has put together her top tips on how to prepare for your time off before and after the new arrival:

1. When should you tell your boss you are pregnant?

Women must notify their employer of their pregnancy and planned date of leave by the 15th week before their due date

2. What might you be worried about?

Discuss with your boss how your work will be covered in your absence and how the handover with the person who will cover for you should be organised.

3. What should you expect?

There are two types of maternity leave. Ordinary Maternity Leave (OML) - all employees are entitled to take 26 weeks maternity leave regardless of how long you have been with your employer. To receive Statutory Maternity Pay, you have to have completed 26 weeks of employment by the 14th week before the baby is due. Additional Maternity Leave (AML) - if you have worked for the same employer for 26 weeks by the 14th week before your baby is due, you are entitled to a further 26 weeks maternity leave.

4. Communicate.

It is a good idea to monitor your workload throughout your pregnancy so you can assess if you need a reduction towards the end. It's best to be open with your employer about what your needs are. Your employer has to consider your health and safety as a pregnant woman.

5. Getting help.

Some employers still look for reasons to dismiss pregnant women, even though they are protected from this under current legislation. Get help from your trade union, which can provide assistance including legal advice/support. There are also a number of organisations that deal specifically with maternity and parental rights issues.

6. Flexible thinking.

Flexible-working rights for parents were introduced this time last year, meaning that you can apply to work flexibly, such as a job-share, reduced hours or flexible start and finish times. Employers have to automatically consider your request by following a set procedure. Before presenting your case, make sure you have weighed up all possibilities. Working flexibly on a trial basis could be an option.

7. Ready to return.

Plan your return in advance and meet with your employer to discuss timings and handovers. The kind of things that you should address might include childcare or returning on a more flexible basis.