New research by the MU reveals 48% of members surveyed have been sexually harassed at work, and more than half have witnessed incidents of sexual harassment while working. 61% of musicians who took the survey told us they feel at greater risk of experiencing sexual harassment because of their freelance status. That’s why the Musicians’ Union is campaigning for stronger protections from sexual harassment at work that include freelancers too. Please sign the petition now to show your support. By signing the petition, you are reminding the Government that they have a duty to protect everyone from sexual harassment at work – including you, and musicians and other freelancers you know or whose work you enjoy. PREVENTING SEXUAL HARASSMENT AT WORK We asked 724 musicians about their experiences of sexual harassment at work. This research shows: • 48% have experienced sexual harassment at work • 58% have witnessed sexual harassment at work • 61% believe freelancers are at higher risk of being sexually harassed while working That’s not all; an overwhelming majority of members who experienced sexual harassment at work said that they did not report their experiences. And who can blame them. We’ve seen first-hand how difficult it is for freelancers to report sexual harassment and get any form of redress. It’s a clear sign that the system is broken, and we’re calling on Government to take this opportunity to fix it. PROTECT FREELANCERS TOO It should not be the responsibility of the self-employed or freelancers to protect themselves from sexual harassment. Do not let the Government forget that it has a duty to protect everyone at work. Add your voice to the call to protect freelancers too.

Boris Johnson is a right wing symbol for attacks on the most vulnerable sections of our society. Unelected, with no mandate equates to a free hand in decimating the Rights of workers, the NHS, the Climate. All our communities are in danger from this.

We, NHS workers and users recognise the hard work domestics do every day to keep the hospital and public safe. We support their fight to keep their jobs in the NHS. When hospital cleaning services are privatised infection rates go up and workers’ pay is cut. We also stand against the hospital’s attempt to make the domestics paid their own nationally agreed NHS pay deal by cutting their bank/overtime hours. Bedford Hospital is targeting its lowest-paid workers, many of whom are migrant women — we believe this is an attack on equality.

Sexual harassment has no place in the workplace. But every day, people across the UK are sexually harassed at work. 1 in 2 women have been sexually harassed at work. 2 in 3 LGBT workers have experienced sexual harassment in the workplace - that's 68%. Currently, there is no legal duty on employers to take proactive action to prevent this from happening. We're demanding a new, easily enforceable legal duty requiring employers to take all reasonable steps to protect workers from sexual harassment and victimisation. Our laws rely on individuals reporting but #ThisIsNotWorking. The onus is on the victim to report - which can be isolating, confusing and potentially traumatic. Four out of five don’t feel able to report sexual harassment to their employer. It should not be down to the individual to prevent and manage their harassment alone. Tell the government to act now and change the law. http://mcusercontent.com/8afd273cb98bce4cdfe3e8bd2/images/f826d43b-dd6d-4dcc-9034-7c5ab4949b6d.png

Whilst working at McDonald's, I suffered sexual harassment. When I sought help, I was fobbed off. McDonald’s closely monitors everything we do from how fast we prep orders to the type of lettuce we serve – it has the power and the responsibility to make sure all workers are protected from harassment on the job, but has failed to do so. They make billions in profit from our hard work, but you can’t put a price on our rights. Please, join our campaign and show McDonald's we are no longer facing this alone.

Only 6% of Britain's airline pilots are women. And almost every UK airline offers the absolute statutory minimum maternity pay provision. This is despite the fact that pilots have to repay their training loans – amounting to over £100,000 in many cases – even when on maternity leave. That means that women pilots on maternity leave lose up to 90% of their earnings and end up spending more money on their training loan repayments than they bring in in maternity pay – let alone anything left over for living costs. We need to make the piloting job more family friendly and attractive to women if we want to increase the number of women applying to become pilots. Many of the hardships associated with an 80-90% reduction in pay are obvious, particularly those which coincide with the extra expenditure involved in preparing for a new baby. Many women pilots are the highest earners within their families – the traditional ‘breadwinner’ role. Some are single parent families. Increasingly, women pilots are also servicing debt from the costs of higher education and flight training, along with saving for the costs of buying a first house. Women pilots have told us : “The current maternity package does not encourage women into aviation and in my case is stopping me from having the freedom to start a family when I am ready.” “The statutory maternity provision is less than half my loan repayment.” “Ultimately we found ourselves debating whether it would be better to keep the baby and move out of the home we have just settled in to, or have an abortion and spend a few years figuring out a financial plan”