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.

Stepping-Stone or Dead End: To What Extent Does Part-Time Employment Enable Progression Out of Low Pay for Male and Female Employees in the UK?

2019 ◽  
Vol 49 (1) ◽  
pp. 41-59 ◽  
Author(s):  
MADELINE NIGHTINGALE
Keyword(s):  
Labour Market ◽  
Work Motivation ◽  
Working Hours ◽  
Hourly Wage ◽  
Full Time ◽  
Male And Female ◽  
Part Time ◽  
Female Employees ◽  
The Uk ◽  
Low Pay

AbstractUsing data from Understanding Society and the British Household Panel Survey, this article explores the relationship between working part-time and progression out of low pay for male and female employees using a discrete-time event history model. The results show that working part-time relative to full-time decreases the likelihood of progression out of low pay, defined as earning below two-thirds of the median hourly wage. However, part-time workers who transition to full-time employment experience similar rates of progression to full-time workers. This casts doubt on the idea that part-time workers have lower progression rates because they have lower abilities or work motivation and reinforces the need to address the quality of part-time jobs in the UK labour market. The negative effect of working part-time is greater for men than for women, although women are more at risk of becoming trapped in low pay in the sense that they tend to work part-time for longer periods of time, particularly if they have children. Factors such as childcare policy and Universal Credit (UC) incentivise part-time employment for certain groups, although in the right labour market conditions UC may encourage some part-time workers to increase their working hours.

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).

Gendering Work: Deconstructing the Narrative of the Japanese Economic Miracle

1998 ◽  
Vol 12 (1) ◽  
pp. 25-46 ◽  
Author(s):  
Heidi Gottfried ◽  
Nagisa Hayashi-Kato
Keyword(s):  
Labour Market ◽  
Full Time ◽  
Employment Practices ◽  
Total Employment ◽  
Economic Miracle ◽  
Care Givers ◽  
Part Time ◽  
Work Transformation ◽  
Wage Earners ◽  
Institutional Legacies

The story of the Japanese system, held up as a model for economic prosperity and growth, underplays the role of non-standard labour in the narrative of `success'. Our analysis deconstructs the narrative of the Japanese economic miracle to shed light on this almost invisible pillar by tracing the historical development of non-standard employment among women. We find that this form of work constitutes a larger and faster growing share of total employment than heretofore realised, and that women account for most of the change. Rather than merely a residual dimension of Japanese employment practices, the evidence indicates that non-standard employment represents a key component of work transformation and underscores the salience of gender in the process of Japan's restructuring. We identify three institutional domains which help to explain this gendered pattern of labour market experiences in Japan: the labour market, the family, and the state. These institutional legacies set conditions for the development of the Japanese employment system which favours men as full-time wage earners and women as part-time wage workers and full-time care-givers.

scholarly journals Can Active Labour Market Programmes Emulate the Mental Health Benefits of Regular Paid Employment? Longitudinal Evidence from the United Kingdom

2020 ◽  
pp. 095001702094666
Author(s):  
Senhu Wang ◽  
Adam Coutts ◽  
Brendan Burchell ◽  
Daiga Kamerāde ◽  
Ursula Balderson
Keyword(s):  
Mental Health ◽  
Labour Market ◽  
Health Benefits ◽  
Full Time ◽  
Active Labour ◽  
Mental Health Benefits ◽  
Different Types ◽  
Nuanced Understanding ◽  
The Uk ◽  
Active Labour Market Programmes

Active Labour Market Programmes (ALMPs), which form important components of employment support policies around the world, have been found to improve mental health and wellbeing of participants. However, it remains unclear how these health effects compare with the effects of different types of employment for men and women. Using 1991–2019 panel data in the UK, we find that unemployed women derive similar mental health benefits from ALMPs compared with employment. Unemployed men also benefit from ALMPs but obtain significantly more health benefits from formal employment. Such benefits are particularly pronounced in full-time, permanent and upper/middle-status jobs. Further analyses reveal that programmes that deliver human capital training have larger mental health benefits than employment assistance ALMPs. These findings provide a more nuanced understanding of the mental health impacts of ALMPs compared with different types of employment, and highlight the need for a more gender-sensitive design in labour market interventions.

Dualisation or normalisation of part-time work in the Nordic countries: work insecurity and mobility over time

2019 ◽  
pp. 217-242
Author(s):  
Jouko Nätti ◽  
Kristine Nergaard
Keyword(s):  
Labour Market ◽  
High Stability ◽  
Labour Markets ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
Service Sectors ◽  
Work Insecurity ◽  
Part Time Work ◽  
Over Time

In this chapter we discuss the development of part-time work in Finland and Norway and ask if there is a trend towards more marginalised part-time work also in the well-regulated Nordic labour markets. Furthermore, we investigate if there are differences between Norway, with its long tradition for normalised part-time jobs among women, and Finland, where full-time work has been the normal choice for women. Part-time jobs are more common among young persons, women, and in the service sectors. In both countries, part-time jobs are more insecure than full-time jobs. However, there is no strong tendency towards more insecure part-time jobs over time. We also examine mobility from part-time jobs to other positions in the labour market. In both countries, part-time work is characterised by high stability. Hence, the results do not give support for increased polarisation in terms of increased work insecurity among part-time employees. in terms of increased work insecurity among part-time employees.

Stepping in, stepping out or staying put? Part-time work and immigrant integration in Norway

2019 ◽  
pp. 159-186 ◽  
Author(s):  
Hanne Cecilie Kavli ◽  
Roy A. Nielsen
Keyword(s):  
Labour Market ◽  
Working Hours ◽  
Immigrant Integration ◽  
Full Time ◽  
Strong Focus ◽  
Time Work ◽  
Risk Event ◽  
Part Time ◽  
Stable Part ◽  
Part Time Work

Migrants are often at a disadvantage in the labour market. Increased migration has therefore led to a strong focus in receiving countries on policy that can facilitate employment. Less attention is paid to working hours, contracts or type of work. The workplace is viewed as an arena where immigrants can improve language skills and establish contacts through which they can achieve upwards mobility in the labour market. We investigate transfers out of part-time work among immigrants and natives in Norway. By means of competing risk event history analyses, we compare transitions from part-time work to either full-time positions or exits from the labour market over five years among Norwegians and different groups of immigrants. Stable part-time is less common among immigrants than among natives, as immigrants have higher transfers to both full-time work and unemployment. Immigrants - men and women - have the same or higher likelihood of transitioning from part-time to full-time compared to natives. This suggest that immigrants are more often involuntarily in part-time and that they benefit from the opportunity to demonstrate their skills to employers. However, immigrants also have higher exit risk and this risk increases with short working hours, indicating a higher level of precariousness.

scholarly journals How does labour market history influence the access to hiring interviews?

2018 ◽  
Vol 39 (4) ◽  
pp. 519-533
Author(s):  
Emmanuel Duguet ◽  
Rémi Le Gall ◽  
Yannick L’Horty ◽  
Pascale Petit
Keyword(s):  
Labour Market ◽  
Least Squares Method ◽  
Time Profile ◽  
Full Time ◽  
Short Term ◽  
Content Type ◽  
Probability Of Success ◽  
Part Time ◽  
Market Status ◽  
Sales Assistants

Purpose The purpose of this paper is to provide evidence of the effect of labour market status on the current probability to be invited to a hiring interview. The authors compare the effect of periods of unemployment, part-time job and short-term contracts (STCs). Design/methodology/approach Correspondence tests were conducted for accountants and sales assistants. The authors estimate the discrimination components from the response rate of each candidate by the asymptotic least squares method. Findings The authors find that men with a part-time profile suffer discrimination in both professions. Other differences of treatment are specific: for accountants, the authors find that the probability of success decreases with the time spent in unemployment, while for sales assistants the probability of success is smaller with a history of STCs. Originality/value This study compares the effect of different dimensions of career history (part-time versus full-time, permanent versus short-term, unemployment versus employment) for experienced job candidates. It also proposes an alternative way to exploit the design of a correspondence experiment.

Between a rock and a hard place: the dilemmas of managing part‐time working in the police service

2005 ◽  
Vol 13 (1) ◽  
pp. 24-25
Keyword(s):  
Police Force ◽  
Full Time ◽  
Structured Interviews ◽  
Content Type ◽  
Police Station ◽  
Family Friendly ◽  
The Status ◽  
Part Time ◽  
The Uk ◽  
And Control

PurposeTo study the effects of the introduction of part‐time working on managing a police force.Design/methodology/approachThis case study involved in‐depth, semi‐structured interviews with part‐time officers in an English police force, their full‐time colleagues and managers.FindingsThe author illustrates practical problems which police managers face in ensuring they have staff in adequate numbers and experience to carry out the duties required of an organization which has to operate 24 hours‐a‐day, seven days‐a‐week and which has no way of knowing in advance what demands will be placed on it at any given time. The study focuses attention on the dilemma of legislation designed to improve the status of part‐time workers generally, and people's expectation of “family friendly” employment, with the traditional “command and control” needs of an organization such as a police force.Practical implicationsImplications for human resource management are identified, as the conflicting needs and views of manager and part‐time employees are explored. These conflicts are particularly difficult for HR to reconcile as part‐time and reduced‐hours working continues its expansion.Originality/valueProvides some useful information on part‐time working at a police station in the UK.

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