Outline the Inequality Problems That Persist in Terms of Pay for Men and Women.

Wikipedia The suitable Pay Act 1970 is an Act of the United Kingdom parliament which prohibits whatsoever less favourable treatment between men and women in term of net income and conditions of employment. It was passed by Parliament in the aftermath of the 1968 Ford sewing machinists strike1234 and came into force on 29 December 1975. The term pay is interpreted in a broad sense to include, on top of rents, things like holidays, pension off rights, social club perks and some kinds of bonuses. The legislation has been amended on a number of recent occasions to incorporate a simplified approach under European Union law that is common to any member states. mate pay for women is an issue regarding pay in passableity between men and women. It is often introduced into domestic politics in many beginning(a) world countries as an economic problem that take governmental intervention via regulation. The Equal Remuneration Convention requires its over 160 states parties to fork up e qual pay for men and women. A get across commissioned by the International Trade Union Confederation in 2008 shows that, based on their suss out of 63 countries, there is a significant grammatical grammatical gender pay breakout of 15. 6 %.Excluding Bahrain, where a overconfident gap of 40% is shown (due possibly to very low female participation in paid employment), the planetary figure is 16. 5%. Women who be engaged in cipher in the informal economy vex not been included in these figures. Over every, throughout the world, the figures for the gender pay gap range from 13% to 23%. The report found that women atomic number 18 often educated equally high as men, or to a higher level but higher schooling of women does not necessarily lead to a bantam pay gap, however, in some fictional characters the gap actually increases with the level of education obtained.The report also argues that this world(prenominal) gender pay gap is not due to lack of training or expertise on the part of women since the pay gap in the European Union member states increases with age, years of service and education. 45 www. employeebenefits. co. uk/item/11642/pg_dtl_art /pg_ftr_art Under the Equality Act 2010, employers can no longer use secrecy clauses to continue employees from discussing pay rates. According to figures from the Office of National Statistics, the median gender pay gap for full-time workers in the private sector is 20. %. Employers can identify any pay gap via pay audits and job evaluations. Issues devising it difficult for women to get to top jobs should be tackled. Yahoo answers assume you employ 7 women and 7 men, all the same age, and you pay them all the same operate for the same job.. then 3 of the women tell you that they call for to leave, to have a child.. you have to pay them maternity leave and hold their job open, in case they want to return, after they have had their child.. t bes you a fortune to employ 3 another(prenominal) people, an d the pregnant women as tumefy.. so, do you pay them the same as a man.. who will not cost you the same even if their wife gets pregnant.. or do you pay the men much, because they will not leave.. or do you just employ men, and then you do not have the problem in the first place http//www. tuc. org. uk/equality/tuc-14435-f0. pdf Explaining the gender pay gap There have been a number of studies that have used statistical modelling techniques to explain why we have a gender pay gap.A comparatively recent and very thorough study, using data from the British Household Panel analyse (a large up-to-date survey, that that looks at how peoples lives change over time) explained the gap in equipment casualty of four explanations35 36 percentage of the gender pay gap could be explained by gender differences in lifetime working patterns, including the fact that women, on average, spend less of their careers than men in full-time jobs, more in part-time jobs and have more interruptions to their careers for childcare and other family responsibilities. 18 percent is caused by labour market rigidities, including gender segregation and the fact that women are more likely work for small firms and less likely to work in unionised firms. 38 percent is caused by direct variety and women and mens different career preferences and motives (some of which are in turn the ensue of discrimination). 8 percent is the result of the fact that older women had poorer educational attainment. Another way of explaining the gaps is to analyse the problem in terms of three broad themes Under-valuing of womens work An employment penalty for mothers Gender segregation http//assembly. coe. int/documents/workingdocs/doc05/edoc10484. htm C. The betroth gap 17. There are several dimensions to the problem of the wage gap First, there is the classic case of a man and a woman doing exactly the same job (whether in a factory or on the stock market floor), but the woman being paid less for it. T his used to be a common problem, especially in Western Europe, and many countries have outlawed this type of wage discrimination there even exists an ILO Convention designed to eliminate it21, dating back to 1951, as well as a 1975 European Council Directive22.But, as several recent studies conclude, even this type of classic wage discrimination persists in many countries, which prompted the European Commission to issue a (non-binding) Code of Practice on the implementation of equal pay for work of equal value of women and men as recently as 199623. For example, a Eurostat study of 2003 showed that the average cabbage of women in full-time employment in the EU (at that time, of 15 member states) stood at only 70-90% of those of men.Similarly, the 2004 UNIFEM study I mentioned in the previous chapter shows that the annual average earnings of women in the year 2000 stood at 73. 28% of mens in the Czech Republic, 79. 96% in Poland, 75. 01% in Slovakia and 88. 82% in Slovenia24. 18. S econd, women are often paid less than men for work of equal value. This type of discrimination is usually based on horizontal occupational segregation by charge. For example, the level of education and experience required to work in a certain job top executive be the same, but women are paid less (e. . chauffeurs/taxi drivers are usually paid more than cleaners or receptionists). In some countries, wage levels have gone down in certain professions when more and more women enter them (for example, doctors and teachers in central and Eastern Europe). 2002 data cited by Mrs Leitao relating to the average earnings of women working full time compared with that of men in the same circumstances show that, in the 18 countries covered by a recent European survey, the average difference, to womens disadvantage, is till approximately 20%, with wage discrimination in the strict sense being estimated at 15%25. Various other international studies have shown that around one-third of the femal e-male pay differential is due to occupational segregation by sex, and that to the highest degree 10 to 30% of the gender pay gap remains unexplained i. e. due to discrimination26. 19. In the Central and Eastern European countries, certain professions have gained the connotation of being feminized as these professions (the above mentioned teachers, nurses etc. are dominated by women. Nevertheless, even these professions are highly segregated although women account for more than 70% of all teachers, there is proportionally a larger number of men school directors. This is very often the result of a reverse action, when the need for more men in the profession is felt, and thus their pay-rise and packaging is faster. When we compare it to the situation in politics, where there are more men than women, the society does not scent any similar need. 20.Third, women earn less, on average, than men in their lifetime (and thus also convey smaller pensions when they retire). In addition t o the two factors mentioned above, there are several other possible explanations for this phenomenon Women work less during their lifetime (calculating periods of maternity leave and part-time work) and women have less of a career, as they are often discriminated against when it comes to promotions to higher-earning posts27 this is usually called vertical occupational segregation by sex.As the ILO points out Womens lower educational attainments and intermittent career paths are not, contrary to conventional belief, the main reason for gender differentials in pay. Other factors, such as occupational segregation, biased pay structures and job classification systems, and alter or weak collective bargaining, appear to be more important determinants of inequalities in pay. 28 21. un attached from womens lower pensions, it is important to see the tight interrelation of female length of life and feminisation of poverty since women live longer, for some period of their life, they share th eir pension with their partner however, when he dies, they are left(p) to live on their pension which is usually much lower than their living standards. One example connected to womens pensions is pension insurance as women live longer and although they generally earn less, to attain a final sum similar to men they are expected to pay higher sums for their monthly pension insurance. 2. Furthermore, economic recessions often affect women more than men as far as unemployment is concerned (many companies regrettably still believe that it is more important to keep a male breadwinner in employment), and womens needs or the determination to keep on working therefore leads them to accept levels of pay not sympathetic with the principles of equality and fairness or dissuades them from reporting cases of discrimination for fear of losing their jobs.This is why, as Mrs Leitao correctly pointed out, all those problematic in combating wage discrimination (bodies promoting equality, labour i nspectorates, courts, trade unions, NGOs etc) should step up their capacity to intervene to decide and close the wage gap. 23. This issue can be illustrated with an example common to all European countries when cloth companies, which employ mostly women earning very low salaries, were threatened with closure, no major discussions were held about unemployment issues. But as soon as coal and other mines, where male breadwinners worked, were being closed down, those discussions were launched widely.There are a number of barriers to womens career development here are a few examples32 lack of guidance or line experience lack of mentoring and role models for women at the highest levels exclusion from informal networks and channels of conference (the old boys network is apparently still going strong in many countries) stereotyping and preconceptions of womens roles and abilities, inscription and leadership style sexual and moral harassment, bullying and mobbing unfriendly corpo rate culture.