Sifting through the ASHE

2018 ◽  
Author(s):  
Annalisa Cristini ◽  
Andrea Geraci ◽  
John Muellbauer
Keyword(s):  
Labour Market ◽  
Birth Cohorts ◽  
Information Base ◽  
Part Time ◽  
Job Polarization ◽  
Long Term Trends ◽  
Key Variables ◽  
The Uk ◽  
Underlying Processes

This chapter presents an analysis of changing job and pay structures in the UK, constructing for this purpose a novel dataset covering each year from 1975 to 2015 linking different datasets and ensuring that key variables such as occupation are captured on as consistent a basis as possible. This provides the information base required to investigate job polarization in a much more disaggregated fashion than previously possible, allowing important distinctions to be made by gender, sector, and region, between full- versus part-time workers, and across birth-cohorts. The analyses are thus able to reveal the differing implications of long-term trends in job structures and pay for these different groups, and bring out what the varying patterns reveal about the underlying processes at work in the labour market.

scholarly journals Looking beyond Average Earnings: Why Are Male and Female Part-Time Employees in the UK More Likely to Be Low Paid Than Their Full-Time Counterparts?

2018 ◽  
Vol 33 (1) ◽  
pp. 131-148 ◽  
Author(s):  
Madeline Nightingale
Keyword(s):  
Labour Market ◽  
Explanatory Power ◽  
Full Time ◽  
Pay Gap ◽  
Unequal Distribution ◽  
Male And Female ◽  
Female Part ◽  
Part Time ◽  
The Uk ◽  
Low Pay

This article uses Labour Force Survey data to examine why male and female part-time employees in the UK are more likely to be low paid than their full-time counterparts. This ‘low pay penalty’ is found to be just as large, if not larger, for men compared to women. For both men and women, differences in worker characteristics account for a relatively small proportion of the part-time low pay gap. Of greater importance is the unequal distribution of part-time jobs across the labour market, in particular the close relationship between part-time employment and social class. Using a selection model to adjust for the individual’s estimated propensity to be in (full-time) employment adds a modest amount of explanatory power. Particularly for men, a large ‘unexplained’ component is identified, indicating that even with a similar human capital and labour market profile part-time workers are more likely than full-time workers to be low paid.

Directing Equal Pay in the UK ICT Labour Market

2008 ◽  
pp. 3150-3157
Author(s):  
Claire Keogh ◽  
Angela Tattersall ◽  
Helen Richardson
Keyword(s):  
Labour Market ◽  
National Level ◽  
Equal Pay ◽  
Skills Shortage ◽  
Part Time ◽  
Underrepresentation Of Women ◽  
Equal Pay Act ◽  
Ict Industry ◽  
The Uk ◽  
The Impact

The UK labour market is dramatically changing, with rapid technological innovations alongside globalisation where organisations are required to place a premium on human and intellectual capital. The demand for labour is outstripping supply, and businesses are increasingly dependent on their ability to attract, invest in and develop their workforce (Kingsmill, 2003). However, a recent comparative report of the information technology (IT) workforce in Holland, Germany and the UK indicates that women are haemorrhaging out of the IT sector (Platman & Taylor, 2004). Given that presently there is an IT specialist’s skills shortage of 18.4% (IER/IFF, 2003), and female IT managers represent a mere 15% of ICT managers, 30% of IT operations technicians and 11% of IT strategy planning professionals (EOC, 2004a), this suggests that the ICT industry is not equipped for equality and diversity at work. Despite many years of egalitarian rhetoric and 3 decades after the UK Equal Pay Act (1970) was introduced, women still receive on average 18% less than that of their male counterparts working full-time and 41% less than men when working part-time hours. The ESF-funded DEPICT project seeks to identify pay discrimination experienced by women in ICT at a national level throughout England. An important aim is to highlight the impact of pay and reward discrimination has on the underrepresentation of women in the ICT labour market. From this study, we hope to more clearly understand the reasons for the gender pay gap, particularly in the ICT sector; and the impact this has on women’s entry and retention to occupations where they are already severely underrepresented. Equal pay is an issue for all; it’s unjust, unlawful and impacts on social justice, equality and economic performance (EOC, 2001b). Pay is a major factor affecting relationships at work; distribution and levels of pay and benefits affect efficiency of organisations, workforce morale and productivity. It is vital for organisations to develop pay systems that reward workers fairly for the work they perform (ACAS, 2005).

11. The United Kingdom: Towards a Parting of the Ways

2020 ◽  
pp. 257-279
Author(s):  
Anand Menon ◽  
Luigi Scazzieri
Keyword(s):  
European Union ◽  
Public Opinion ◽  
Institutional Development ◽  
The European Union ◽  
Integration Process ◽  
The United Kingdom ◽  
History Of ◽  
Long Term Trends ◽  
The Uk

This chapter examines the history of the United Kingdom’s relationship with the European integration process. The chapter dissects the long-term trends in public opinion and the more contingent, short-term factors that led to the referendum vote to leave the European Union. The UK was a late joiner and therefore unable to shape the early institutional development of the EEC. British political parties and public opinion were always ambiguous about membership and increasingly Eurosceptic from the early 1990s. Yet the UK had a significant impact on the EU’s development, in the development of the single market programme and eastward enlargement. If Brexit goes through, Britain will nevertheless maintain relations with the EU in all policy areas from agriculture to energy and foreign policy. Europeanization will remain a useful theoretical tool to analyse EU–UK relations even if the UK leaves the Union.

Work and Welfare Benefits: Social Security, Employment and Unemployment in the 1990s

1991 ◽  
Vol 20 (4) ◽  
pp. 485-508 ◽  
Author(s):  
Eithne McLaughlin
Keyword(s):  
Social Security ◽  
Labour Market ◽  
Security Policy ◽  
Social Security Systems ◽  
Security Systems ◽  
Welfare Benefits ◽  
The Uk ◽  
Social Security Policy

ABSTRACTThis paper considers social security policy and structures in relation to the labour market of the late 1980s and 1990s. The paper begins by describing the labour market of the late 1980s and summarising projective descriptions of labour demand in the 1990s. The second section of the paper reports on recent research examining the labour supply behaviour of long term unemployed people, drawing out the role of social security policy and structures therein. The third section of the paper concludes that the role of social security policy is at present essentially reactive rather than proactive; that it does little to address the likely need for labour of certain kinds in the 1990s; and that efforts to address the problem of long term unemployment through social security policy have been largely misdirected. The final section of the paper briefly considers some of the ways in which social security systems can be more proactive and suggests a number of both short term and longer term policy changes which research indicates would be of benefit in the UK.

Employment strategies for Europe: lessons from Denmark and the Netherlands

1999 ◽  
Vol 168 ◽  
pp. 82-98 ◽  
Author(s):  
Ray Barrell ◽  
Veronique Genre
Keyword(s):  
The Netherlands ◽  
Labour Market ◽  
New Deal ◽  
Policy Issue ◽  
Job Seekers ◽  
Real Wages ◽  
Wage Moderation ◽  
Part Time ◽  
The Uk ◽  
The New Deal

Labour market reform has become a central policy issue for many European countries, and there are lessons to learn for the further development of the New Deal in the UK. We discuss reforms in Denmark and the Netherlands, and look at their implication for employment and earnings. The Dutch started a sequence of reforms in the early 1980s based around wage moderation. Real wages per person hour rose less rapidly than elsewhere in Europe, and employment rose more strongly. Other reforms made the labour market more flexible, and many part-time jobs were created. The Dutch can claim to have succeeded in improving their labour market preformance. The Danes started serious reforms in the 1990s, and individuals on social benefits have a right and a duty to be activated. Registered unemployment has fallen sharply as a result of these New Deal style policies, but only some of these individuals have moved into employment. Increased flexibility, moderate real wage growth and active support for job-seekers all seem to help reduce unemployment and raise employment. Evidence from Denmark and the Netherlands suggests that making work relatively more rewarding helps to reduce inactivity and unemployment.

The Inefficacy of Strong Ties Networks in Migration Employment Outcomes

2018 ◽  
Vol 46 (3) ◽  
pp. 235-259 ◽  
Author(s):  
Ruby Absuelo ◽  
Peter Hancock
Keyword(s):  
Labour Market ◽  
The United States ◽  
Employment Outcomes ◽  
Market Outcomes ◽  
Employment Opportunities ◽  
Strong Ties ◽  
Green Card ◽  
Key Variables ◽  
Labour Market Outcomes

Abstract We examined Philippine graduates’ use of social networks to obtain initial employment in the United States labour market. Our research focused on employment opportunities and found that Philippine graduates’ usage of Strong Ties networks contributed to underemployment. Reliance on Strong Ties networking decreased respondents’ broader range of US employment opportunities and further impeded their prospects of upward employment mobility. While the Philippine graduates’ Strong Ties networking provided assistance and most specifically acted as intermediaries for gaining their initial employment, this type of networking had a significant impact resulting in poor labour market outcomes and rather imperfect long-term employment opportunities. Moreover, we found that, in conjunction with the use of Strong Ties, key variables, such as low-demand degree fields, lower educational attainment, lesser proficiency in English and green card status, were also strongly associated with poor employment outcomes.

scholarly journals "I Didn’t Have the Luxury to Wait": Understanding the University-to-Work Transition among Second-Generations in Britain

2019 ◽  
Vol 7 (3) ◽  
pp. 270-281 ◽  
Author(s):  
Jawiria Naseem
Keyword(s):  
Labour Market ◽  
Market Integration ◽  
Educational Achievement ◽  
Structured Interviews ◽  
Fine Grained ◽  
Social Divisions ◽  
And Gender ◽  
The Uk ◽  
First Job

Second-generations—children of immigrants—experience particular university-to-work transitions in the UK, including precarious entry into the labour market This article examines the importance of intersecting social divisions, such as gender and ethnicity to these transitions, and also explores complexities within long-term economic progression. By comparing the educational achievement and labour market integration of British-born female graduates from one of the largest— Pakistani—and newly settled—Algerian—migrant groups and by focusing on long-term progression from the first job postgraduation to the most recent one. Using repeat semi-structured interviews with twelve British Pakistani and Algerian female graduates, this article produces a fine-grained analysis of key academic and economic stages. It reveals how the contextualised impact of intersecting social divisions—social class, ethnicity, as proxy for culture and religion, and gender— and the ability to maximise and increase one’s identity capital i prove employability, transforming initial disadvantages into pathways for success.

scholarly journals COVID-19 Pandemic and Gender Inequality in the Labour Market in the UK

2020 ◽  
Author(s):  
Giovanni Razzu
Keyword(s):  
Labour Market ◽  
Gender Equality ◽  
20Th Century ◽  
Labour Force ◽  
Labour Force Participation ◽  
Distributional Consequences ◽  
Employment Gap ◽  
And Gender ◽  
The Uk

Although the movement towards gender equality in the labour market has slowed in recent decades, a long-term view over the 20th century shows the significant narrowing of the gender employment gap in the UK, a result of the increases in women’s labour force participation and employment combined with falling attachment to the labour force among men. It is too early to assess with precision the extent to which these patterns will be affected by the Covid-19 pandemic but emerging evidence and informed speculation do suggest that there will be important distributional consequences. Various studies, produced at an unprecedented rate, are pointing out that the effects of Covid-19 are not felt equally across the population; on the contrary labour market inequalities appear to be growing in some dimensions and there are reasons to believe that they will grow more substantially in the medium term.

scholarly journals The Netherworld between Work and Retirement

2016 ◽  
Vol 15 (4) ◽  
pp. 625-636 ◽  
Author(s):  
Michael McGann ◽  
Helen Kimberley ◽  
Dina Bowman ◽  
Simon Biggs
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Working Life ◽  
Retirement Age ◽  
Major Theme ◽  
Narrative Interviews ◽  
Social Gerontology ◽  
Policy Makers ◽  
Part Time

A major theme within social gerontology is how retirement ‘is being re-organised, if not undone’. Institutional supports for retirement are weakening, with pension ages rising in many countries. Increasing numbers of older workers are working past traditional retirement age on a part-time or self-employed basis, and a growing minority are joining the ranks of the long-term unemployed. Drawing upon narrative interviews with older Australians who are involuntarily non-employed or underemployed, this article explores how the ‘unravelling’ of retirement is experienced by a group of older workers on the periphery of the labour market. While policy makers hope that higher pension ages will lead to a longer period of working life, the risk is that older workers, especially those experiencing chronic insecurity in the labour market, will be caught in a netherworld between work and retirement.

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