Pay Transparency Initiative and Gender Pay Gap: Evidence from Research-Intensive Universities in the UK

PurposeUsing survey datasets, the purpose of this work explores the impact of economic freedom on the gender pay gap in the UK.Design/methodology/approachThe analysis combines Economic Freedom of the World data with the Understanding Society (USoc) Microdata series.FindingsThe results document that economic freedom positively affects the gender pay gap. When the components of the index are considered, the findings indicate different effects of various types of policy, i.e. less government spending, stronger trade liberalization conditions and levels of corruption lead to higher gaps; stronger legal and property rights and a sounder money system have no impact on the gap. Moreover, a stronger impact in the manufacturing industry, part-time workers and those who work in the non-London regions is observed.Practical implicationsThe findings imply that reductions to government spending programmes can potentially aggravate the gap in hourly wages paid between males and females and should, therefore, be implemented. It may be also possible to provide females the training or education necessary to effectively compete in the workforce, before eliminating any spending programme they rely on.Originality/valueThe first study explores the link between economic freedom and gender pay gap through a unique survey dataset with UK households.

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Family-friendly policies and women's wages – is there a trade-off? Skill investments, occupational segregation and the gender pay gap in Germany, Sweden and the UK

European Societies ◽

10.1080/14616696.2015.1124904 ◽

2016 ◽

Vol 18 (1) ◽

pp. 91-113 ◽

Cited By ~ 13

Author(s):

Anne Grönlund ◽

Charlotta Magnusson

Keyword(s):

Occupational Segregation ◽

Gender Pay Gap ◽

Pay Gap ◽

Trade Off ◽

Family Friendly ◽

Women's Wages ◽

The Uk

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Development and Gender-Linked Economic Inequality in the Era of Globalization

Sociology of Development ◽

10.1525/sod.2018.4.3.304 ◽

2018 ◽

Vol 4 (3) ◽

pp. 304-324

Author(s):

Moshe Semyonov

Keyword(s):

Labor Force ◽

Labor Force Participation ◽

Occupational Segregation ◽

High Status ◽

Gender Pay Gap ◽

Women's Labor ◽

Market Outcomes ◽

Pay Gap ◽

And Gender ◽

Women's Labor Force Participation

This paper focuses on the relations between development and gender disparities in labor market outcomes in the era of globalization. Within a cross-national comparative framework, the article examines the relations between development and globalization and three aspects of gender-linked disparities (women's labor force participation, gender occupational differentiation, and gender pay gap) at two time points: 1990 and 2015. The data reveal patterns in the relationship between development, globalization, and each dimension of gender inequality. First, development but not globalization tends to increase women's labor force participation. Second, development is likely to reduce gender occupational segregation. But the effect is indirect; it is transmitted via the increased number of economically active women. Third, less gender occupational segregation does not necessarily mean greater occupational equality; high female labor force participation is likely to reduce women's likelihood of employment in high-status professional and managerial occupations. Fourth, gender occupational inequality appears to be one of the sources of a country's gender pay gap; the pay disparity between men and women tends to be greater in countries where gender occupational inequality is high. A model that summarizes the complex relations among development, globalization, and the various dimensions of gender-linked economic activity and inequality is proposed and discussed.

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Decentralisation and the gender pay gap in the UK context

The Gender Pay Gap and Social Partnership in Europe ◽

10.4324/9781315184715-5 ◽

2018 ◽

pp. 90-113

Author(s):

Hazel Conley ◽

Geraldine Healy ◽

Pedro Martins ◽

Stella Warren

Keyword(s):

Gender Pay Gap ◽

Pay Gap ◽

The Uk

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Engendered Workplace Segregation

Gendered Occupational Differences in Science, Engineering, and Technology Careers ◽

10.4018/978-1-4666-2107-7.ch001 ◽

2013 ◽

pp. 1-25

Keyword(s):

Occupational Segregation ◽

Teaching Profession ◽

Clear Understanding ◽

Minority Status ◽

Gender Pay Gap ◽

Pay Gap ◽

The Usa ◽

Vertical Segregation ◽

The Uk

This chapter aims to: give a clear understanding of gendered occupational segregation; demonstrate why it is an important issue for women today especially in terms of the persistent gender pay gap; discuss both horizontal and vertical segregation and how this impacts women in terms of pay, promotion, opportunities and society, through a lack of utilizing the whole of society’s workforce; and discuss men who work in female dominated industries and how men can benefit by their minority status, with an emphasis on the teaching profession. To give the reader a deeper and richer understanding of gendered occupational segregation outside of the SET sector, this chapter focuses on the UK’s finance sector. This sector is a particularly relevant and interesting sector to add to the discussions, as in both the UK and the USA, women hold an approximately equal percentage of the workforce as a whole, yet they are concentrated in the low paying, less prestigious jobs, and at the lower echelons of the sector.

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Employment Rights and Duties, Statutory Office Holders, and Volunteers

Blackstone's Guide to the Equality Act 2010 ◽

10.1093/oso/9780198870876.003.0004 ◽

2021 ◽

pp. 57-80

Author(s):

Elizabeth George ◽

Karen Jackson

Keyword(s):

Police Officers ◽

Occupational Pension ◽

Gender Pay Gap ◽

Equal Pay ◽

Pay Gap ◽

Pension Schemes ◽

And Gender ◽

Employment Rights

This chapter examines Part 5 of the Equality Act 2010, which prohibits discrimination, harassment, and victimization in employment and analogous situations. It contains provisions regarding those who are not strictly employees but who are also protected from discrimination in the course of performing their duties such as police officers, partners, barristers and advocates, and other office holders. Part 5 also contains the Occupational Pension Schemes provisions. Meanwhile, Chapter 3 of Part 5 contains the provisions relating to equal pay, pregnancy and maternity pay, restrictions on pay discussions, and gender pay gap information. The Act consolidates and replaces the previous anti-discrimination legislation which is largely replicated in the Act, with some notable amendments. These amendments are intended to unify the level of protection across all of the protected characteristics and to resolve any anomalies, for example around disability-related discrimination.

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5. Equal Pay

Selwyn's Law of Employment ◽

10.1093/he/9780198836636.003.0005 ◽

2020 ◽

pp. 163-176

Author(s):

Astra Emir

Keyword(s):

Burden Of Proof ◽

Sex Discrimination ◽

Gender Pay Gap ◽

Equal Pay ◽

Pay Gap ◽

Time Limits ◽

Sex Equality ◽

Equal Work ◽

And Gender ◽

Material Factor

This chapter considers those provisions of the Equality Act 2010 that deal with equal pay. These include equality of terms and the sex equality clause (s 66); equal work (s 65), ie like work, work rated as equivalent and work of equal value; the defence of material factor (s 69); sex discrimination in relation to contractual pay (s 71); the maternity equality clause (s 73); discussions about pay (s 77); and gender pay gap reporting (s 78). Also covered are rules on jurisdiction (s 127); burden of proof (s 136); time limits (s 129); remedies (s 132); death of a claimant; and backdating awards.

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14. Equal Pay Law

10.1093/he/9780198813149.003.0014 ◽

2018 ◽

Cited By ~ 1

Author(s):

David Cabrelli

Keyword(s):

Gender Pay Gap ◽

Equal Pay ◽

Pay Gap ◽

Sex Equality ◽

Contract Of Employment ◽

Opposite Sex ◽

Equal Work ◽

The Uk ◽

Material Factor ◽

The Eu

This chapter examines the principle of equal pay for equal work enshrined in the Equality Act 2010 (EA). It first considers the stubbornness of the gender pay gap in the UK and the EU, as well as the justifications for intervention in the labour market via the auspices of equal pay laws. It goes on to discuss the legal machinery in the EA, which confers an entitlement on employees of one sex to the same remuneration as suitable employee comparators of the opposite sex. The focus then turns to the content of the ‘sex equality clause’—a term imposed into every employee’s contract of employment by virtue of section 66 of the EA. This is followed by a discussion of the material factor defence for employers in section 69 of the EA.

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