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May
2011
I am sorry
for the late May newsletter, I had some exams this month. My exam case
study centred on the issues of Gender Pay Gap, thus, I thought to make this
months notes on the issues of Gender Pay Gap and Causes....
The Equal Pay Act 1970 gives employees the right to receive equal
pay if they are employed in “like work,” work rated equivalent under
a job evaluation study or, known as “the comparator,” work
considered to be of equal value to that done by a colleague of a
different sex.
Definition:
The
average difference between men’s and women’s hourly
earnings is known as
the
gender pay gap.
The
gender pay gap reflects ongoing discrimination and
inequalities in the labour market which, in
practice, mainly affects women.
Causes of
Gender Pay Gap:
Its causes
are complex and interrelated.
The gap is linked
to a number of causes that are frequently interrelated: the undervaluing of
women’s work, recession makes things worse, discrimination hasn't gone away,
segregation in the labour market, traditions and stereotypes and problems in
balancing work and private life, motherhood penalty, more women work
part-time work etc. The gender pay gap is the consequence of all these
factors and inequalities in the labour market. Closing the gap
benefits us all. Employers who promote gender equality into their
workplaces create better places to work for everyone.
Closing the Gap:
Paying women and
men for their actual skills and valuing their contribution on an equal basis
leads to the recruitment and retention of the best and most talented staff.
There are also benefits for the economy as a whole. The under-utilisation of
women's skills is a lost resource for the economy and for society at large.
With an ageing population and falling birth rates, this is an even more
pressing problem. A better use of women’s skills allows Europe to confront
global competition. Closing the gap contributes to creating a more
equal society and to financial and economic independence for women.
How to Close the
Gap:
• Creating a more
flexible working world is a way to way to increase the number of
women - and the quality of roles available part-
time and flexibly - in the workplace.
•
Ensure that a
comprehensive pay structure is in place. If one does not
exist, then this should be introduced. The new/revised
structures should be published and made available to employees.
• Carrying out
personal pay audits every 3-5 years and rectifying any issues that
arise from them.
•
Ensuring that
employees are aware that levels of pay are based upon performance,
length of service and market place demands and any differences that
do exist are not due to discrimination.
•
New measures are
needed to help women into work and up the careers ladder. We should
support young women to make broader, more ambitious career choices.
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