How women have deserted the Tories at the polls

The party once attracted far more female than male support but since 2005 the reverse has been true.

David Cameron may have insisted that his party does not have a "problem with women" at today's PMQs (as he stood in front of an entirely male frontbench) but the polls tell a different story. The latest YouGov survey gives Labour a three-point lead among men (36-33) but a nine-point lead among women (42-33). 

The female vote was once one of the Tories' greatest electoral assets, with the party consistently attracting more support from women than men, but since 2005 the reverse has been true. In 1992, the female-male gender gap [% Female Con Vote - % Female Lab Vote] minus [% Male Con Vote -% Male Lab Vote] stood at six points in the Tories' favour but it fell to two points in 1997, to one point in 2001 and to minus six in 2005 (among men, the Tories and Labour were tied on 34 per cent). At the last election, the gender gap stood at minus five and, as I've noted, it currently stands at minus six. Here are the numbers in full. 

How men and women voted

1979

Men

Conservative 43

Labour 40

Women

Conservative 47

Labour 35

Female-male gender gap: +9

1983

Men 

Conservative 42

Labour 30

Women

Conservative 46

Labour 26

Female-male gender gap: +8

1987

Men 

Conservative 43

Labour 32

Women

Conservative 43

Labour 32

Female-male gender gap: 0

1992

Men 

Conservative 41

Labour 37

Women

Conservative 44

Labour 34

Female-male gender gap: +6

1997

Men 

Conservative 31

Labour 45

Women

Conservative 32

Labour 44

Female-male gender gap: +2

2001

Men 

Conservative 32

Labour 42

Women

Conservative 33

Labour 42

Female-male gender gap: +1

2005

Men 

Conservative 34

Labour 34

Women

Conservative 32

Labour 38

Female-male gender gap: -6

2010 

Men 

Conservative 38

Labour 28

Women

Conservative 36

Labour 31

Female-male gender gap: -5

David Cameron walks along Downing Street on February 4, 2014. Photograph: Getty Images.

George Eaton is political editor of the New Statesman.

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There's nothing Luddite about banning zero-hours contracts

The TUC general secretary responds to the Taylor Review. 

Unions have been criticised over the past week for our lukewarm response to the Taylor Review. According to the report’s author we were wrong to expect “quick fixes”, when “gradual change” is the order of the day. “Why aren’t you celebrating the new ‘flexibility’ the gig economy has unleashed?” others have complained.

Our response to these arguments is clear. Unions are not Luddites, and we recognise that the world of work is changing. But to understand these changes, we need to recognise that we’ve seen shifts in the balance of power in the workplace that go well beyond the replacement of a paper schedule with an app.

Years of attacks on trade unions have reduced workers’ bargaining power. This is key to understanding today’s world of work. Economic theory says that the near full employment rates should enable workers to ask for higher pay – but we’re still in the middle of the longest pay squeeze for 150 years.

And while fears of mass unemployment didn’t materialise after the economic crisis, we saw working people increasingly forced to accept jobs with less security, be it zero-hours contracts, agency work, or low-paid self-employment.

The key test for us is not whether new laws respond to new technology. It’s whether they harness it to make the world of work better, and give working people the confidence they need to negotiate better rights.

Don’t get me wrong. Matthew Taylor’s review is not without merit. We support his call for the abolishment of the Swedish Derogation – a loophole that has allowed employers to get away with paying agency workers less, even when they are doing the same job as their permanent colleagues.

Guaranteeing all workers the right to sick pay would make a real difference, as would asking employers to pay a higher rate for non-contracted hours. Payment for when shifts are cancelled at the last minute, as is now increasingly the case in the United States, was a key ask in our submission to the review.

But where the report falls short is not taking power seriously. 

The proposed new "dependent contractor status" carries real risks of downgrading people’s ability to receive a fair day’s pay for a fair day’s work. Here new technology isn’t creating new risks – it’s exacerbating old ones that we have fought to eradicate.

It’s no surprise that we are nervous about the return of "piece rates" or payment for tasks completed, rather than hours worked. Our experience of these has been in sectors like contract cleaning and hotels, where they’re used to set unreasonable targets, and drive down pay. Forgive us for being sceptical about Uber’s record of following the letter of the law.

Taylor’s proposals on zero-hours contracts also miss the point. Those on zero hours contracts – working in low paid sectors like hospitality, caring, and retail - are dependent on their boss for the hours they need to pay their bills. A "right to request" guaranteed hours from an exploitative boss is no right at all for many workers. Those in insecure jobs are in constant fear of having their hours cut if they speak up at work. Will the "right to request" really change this?

Tilting the balance of power back towards workers is what the trade union movement exists for. But it’s also vital to delivering the better productivity and growth Britain so sorely needs.

There is plenty of evidence from across the UK and the wider world that workplaces with good terms and conditions, pay and worker voice are more productive. That’s why the OECD (hardly a left-wing mouth piece) has called for a new debate about how collective bargaining can deliver more equality, more inclusion and better jobs all round.

We know as a union movement that we have to up our game. And part of that thinking must include how trade unions can take advantage of new technologies to organise workers.

We are ready for this challenge. Our role isn’t to stop changes in technology. It’s to make sure technology is used to make working people’s lives better, and to make sure any gains are fairly shared.

Frances O'Grady is the General Secretary of the TUC.