Timeline
of relevant SDG Targets for the intersection of
the Health Womanifesto item and the Reduced Inequality SDG goal.
2021
Develop positive action programmes as Stepping Up and On- Board to increase representation from BAME communities in managerial positions, to better reflect city demographics
2026
The proportion of women, BAME, LGBTQ+ and disabled school leaders and teachers is representative of the city demographics
BWV Actions: Signposting women, particularly those who are BAME, disabled and LGBTQ+, to organisations that can help them with possible barriers to teacher training such as childcare and advice services.
2027
Earnings inequality between lowest and highest earners in the city has reduced by 10%, as measured by the Gini Coefficient
This goal cannot be achieved without taking significant steps to close the gender and ethnicity pay gap. Bristol is a city of extreme wealth and extreme poverty, and the areas of highest deprivation are more likely to include BAME communities and a higher percentage of female households. Therefore, in order to close income inequality specific Bristol localities have to be targeted as well as specific, female-led sectors.
To see further recommendations for employers and key decision makers on reducing income inequality and ensuring that women in work are supported coming out of lockdown see Delivering an Inclusive Economy Post Covid-19.
2028
We will have trained local healthcare professionals who have come from the most deprived areas of the city, as part of workforce development
This goal requires more nuance, as healthcare is a profession that is stratified by gender and race. In order to achieve this goal the healthcare professionals trained should be in a variety of different roles such as doctors, nurses and paramedics, rather than healthcare assistants which are roles primarily taken on by women and people of colour.
2028
A new ‘Bristol Urban Skills, Innovation and Enterprise Specialist Hub’ is opened to support BAME entrepreneurs - designed and delivered by the BAME community
BAME women should be equally represented among the entrepreneurs, both in terms of the designers and the users.
BWV Actions: Collaborate with the Black South West Network to assist connecting BAME women entrepreneurs to each other and the ‘Bristol Urban Skills, Innovation and Enterprise Specialist Hub’. Signposting or providing a space for BAME women to discuss possible ideas for businesses where they can access support.
2030
The proportion of women, BAME, LGBTQ+ and disabled staff employed by public sector agencies reflects the diversity of the city’s working age population
BWV Actions: Signposting women, particularly those who are BAME, disabled and LGBTQ+, to organisations that can help them with possible barriers to public sector roles such as childcare and advice services.
2035
The difference in unemployment rates between diversity groups including women, BAME, LGBTQ+ and disabled people within the city continues to decrease
BWV Actions: Signposting women, particularly those who are BAME, disabled and LGBTQ+, to organisations that can help them with possible barriers to job roles such as childcare and advice services.
2037
Targeted adult learning courses will provide full learner access, meaning that nobody is prevented from learning due to costs or barriers such as childcare and transport
BWV Actions: Helping to disseminate and signpost information about where and how to access these courses.
2038
Inequalities in mental health problems for BAME communities are no longer disproportionate compared to the city as a whole
BWV Actions: Continue to support and run targeted sessions for BAME women's mental health, both within BWV and with other organisations.
2040
The educational attainment gap is not linked to protected characteristics
BWV Actions: Conduct community research to identify barriers to educational attainment for young women and work with the Women's Commission and Bristol City Council to rectify these issues. Ensure that the data is disaggregated regarding women's attainment by protected characteristic and economic status or geographical location within the city to highlight patterns and particular barriers for different groups.
2040
The proportion of women, BAME, LGBTQ+ and disabled staff employed by all sectors fully reflects the diversity of the city at all levels
BWV Actions: Signposting women, particularly those who are BAME, disabled and LGBTQ+, to organisations that can help them with possible barriers to job roles such as childcare and advice services.
2041
Leadership roles across the public, private and voluntary sectors fully reflect the diversity of the Bristol population
BWV Actions: Campaign for companies to release data on the make-up of their leadership roles by gender, race, abilities and sexualities. Work with the Women's Commission to set targets for businesses and to highlight if any groups are facing specific barriers accessing leadership roles.
2042
The employment rate for residents living in south Bristol matches the employment rate for the city as a whole
BWV Actions: Working with the Women's Commission, Bristol City Council and Bristol's diverse range of community organisations, implement the recommendations from the CLP that addressed marginalised areas of South Bristol, and provided insight into the root causes of income inequality. Continue to identify marginalised areas of Bristol and conduct community research.
2042
The earnings potential for families will not depend on where they live in the city
BWV Actions: Working with the Women's Commission, Bristol City Council and Bristol's diverse range of community organisations, implement the recommendations from the CLP and Women of Lawrance Hill that addressed marginalised areas of Bristol, and provided insight into the root causes of income inequality. Continue to identify marginalised areas of Bristol and conduct community research.
2045
No ‘pay gaps’ will exist based on who you are or where you come from
BWV Actions: Campaign for businesses to report on their gender and ethnicity pay gaps in order to address the issue, continue to campaign for fair employment rights and pay through hustings, research and supporting other organisations.
2048
Transport poverty is no longer an issue for citizens in Bristol
Public transport is highly gendered in the way people use it, and when planning new efficient and sustainable transport this must be taken into account. For example women are far more likely to get the bus, while men are more likely to get the train and public expenditure is heavily weighted towards rail lines.
BWV Action: Work with the Women's Commission to ensure that women are being consulted in all major transport decisions, and that the decision makers are not made up of solely white men.
2049
Bristol will be a city that provides secure, rewarding work and a fair wage for all ages and abilities
Care work, both paid and unpaid, should also be valued as a pillar of society alongside other forms of work. Furthermore men and women should be able to access an even split of paid work and unpaid care.
BWV Actions: Continue to advocate for women's employments rights and inform women of their rights surrounding maternity leave, childcare and workplace discrimination.
(17 targets)
As with many of the other goals in order to ensure BAME representation it must be from a variety of groups, genders, sexuality and abilities. This must be more than a box ticking exercise, these programmes should ensure equality of access for all BAME citizens in the city.
BWV Actions: Identify barriers for women in accessing programmes such as the Stepping Up programme and make recommendations to the council about how to address these barriers.