scholarly journals ANALYSIS OF THEORETICAL APPROACHES TO GENDER PAY GAP

2006 ◽  
Vol 7 (2) ◽  
pp. 85-91 ◽  
Author(s):  
Virginija Grybaitė
Keyword(s):  
Labour Market ◽  
Labour Force ◽  
Gender Pay Gap ◽  
Large Share ◽  
Equal Pay ◽  
Pay Gap ◽  
Theoretical Approaches ◽  
Equal Work ◽  
Gender Specific ◽  
Labour Market Discrimination

The number of women in the world labour force is growing. Nevertheless, in spite of women's large share in the labour force, many gender inequities in the labour market, such as gender specific jobs, pay inequities are observed. Women and men do not receive equal pay for equal work. Wage discrimination is reality. Women on average have lower incomes, lower wages and less advantageous terms of employment than men. The purpose of this article is to review main theoretical approaches to the basic economic question about the gender pay gap: why do, women, on average earn less than men. Attention has been focused on basic theoretical approaches: human capital model, labour market discrimination and theory of occupational segregation. The paper is based on empirical data from Lithuania and other European Union countries.

14. Equal Pay Law

2020 ◽  
pp. 549-583
Author(s):  
David Cabrelli
Keyword(s):  
Labour Market ◽  
Gender Pay Gap ◽  
Equal Pay ◽  
Pay Gap ◽  
Sex Equality ◽  
Contract Of Employment ◽  
Opposite Sex ◽  
Equal Work ◽  
The Uk ◽  
Material Factor

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.

5. Equal Pay

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.

Female outsiders in South Korea’s dual labour market: Challenges of equal pay for work of equal value

2020 ◽  
Vol 62 (4) ◽  
pp. 651-678
Author(s):  
Sophia Seung-Yoon Lee ◽  
Yuhwi Kim
Keyword(s):  
Labour Market ◽  
The South ◽  
Wage Setting ◽  
International Labour Organisation ◽  
Equal Pay ◽  
Pay Gap ◽  
South Korean ◽  
Equal Work ◽  
Pay Differences ◽  
Wage Increases

South Korea has a persistent gender pay gap despite its ratification of the Equal Remuneration Convention of the International Labour Organisation (ILO 100) and regulatory commitments to equal pay. This article identifies the extent to which the South Korean gendered dual labour market structure, notably the marked and gendered division between regular and irregular work, presents barriers to gender pay equality, and specifically to the implementation of equal pay principles. A layered examination of employment data, narrowing from aggregate statistics to occupations within two sub-industry groups, is used to examine how pay differences between women and men in work that is similar in content and educational requirements arise from their mode of employment, whether they are employed as regular or irregular workers. These structural divisions in the South Korean labour market are underpinned by a divided wage-setting system within which irregular workers are mostly excluded from benefits such as wage increases arising from seniority, and objective assessments of work value are lacking. In combination, these features help to explain why the principle of equal pay for equal work is breached and why limited progress has been made in meeting the requirements of equal pay for work of equal value.

14. Equal Pay Law

2018 ◽  
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.

Barriers to ‘equal pay for work of equal value’ for women in Japan: Assessing the potential for change

2020 ◽  
Vol 62 (4) ◽  
pp. 630-650
Author(s):  
Ayaka Beniyama
Keyword(s):  
Japanese Version ◽  
Gender Pay Gap ◽  
Job Evaluation ◽  
Wage Setting ◽  
Equal Pay ◽  
Pay Gap ◽  
Work Style ◽  
Evaluation Models ◽  
Equal Work ◽  
Legislative Measures

This article examines barriers to the principle of equal remuneration for work of equal value in Japan, reviewing impediments to the implementation of the International Labour Organisation’s Equal Remuneration Convention, and assessing whether the 2018 Work Style Reform Act–which seeks to reduce pay disparities between regular and non-regular workers through a Japanese version of ‘equal pay for equal work’–provides an alternative avenue through which stronger notions of work value and equality might become integrated into Japanese wage-setting norms and practices. This has implications for the gender pay gap, which could be addressed more effectively within a regulatory framework recognising equal pay for equal (value) work as a legal norm, as well as narrowed indirectly through improving remuneration for non-regular workers (the majority of whom are women). The analysis highlights the limits of the new legislative measures, arguing that in spite of some potential for improving pay for non-regular workers, they lack important features conducive to the pursuit of gender pay equality, in particular non-biased concepts of value, effective job evaluation models and a more inclusive gender/human rights perspective.

5. Equal Pay

2018 ◽  
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.

scholarly journals Why Should Women Get Less? Evidence on the Gender Pay Gap from Multifactorial Survey Experiments

2017 ◽  
Vol 82 (1) ◽  
pp. 179-210 ◽  
Author(s):  
Katrin Auspurg ◽  
Thomas Hinz ◽  
Carsten Sauer
Keyword(s):  
Survey Design ◽  
Gender Inequalities ◽  
Pay Gap ◽  
Evaluation Standards ◽  
Men And Women ◽  
Theoretical Approaches ◽  
Equal Work ◽  
Female Employees ◽  
Gender Specific ◽  
Specific Evaluation

Gender pay gaps likely persist in Western societies because both men and women consider somewhat lower earnings for female employees than for otherwise similar male employees to be fair. Two different theoretical approaches explain “legitimate” wage gaps: same-gender referent theory and reward expectations theory. The first approach states that women compare their lower earnings primarily with that of other underpaid women; the second approach argues that both men and women value gender as a status variable that yields lower expectations about how much each gender should be paid for otherwise equal work. This article is the first to analyze hypotheses contrasting the two theories using an experimental factorial survey design. In 2009, approximately 1,600 German residents rated more than 26,000 descriptions of fictitious employees. The labor market characteristics of each employee and the amount of information given about them were experimentally varied across all descriptions. The results primarily support reward expectations theory. Both men and women produced gender pay gaps in their fairness ratings (with the mean ratio of just female-to-male wages being .92). Respondents framed the just pay ratios by the gender inequalities they experienced in their own occupations, and some evidence of gender-specific evaluation standards emerged.

scholarly journals The changing face of employment relations: equality and diversity

2015 ◽  
Vol 37 (6) ◽  
pp. 705-719 ◽  
Author(s):  
Sian Moore ◽  
Stephanie Tailby
Keyword(s):  
Public Sector ◽  
Collective Bargaining ◽  
Labour Market ◽  
Minimum Wage ◽  
Hourly Wage ◽  
Gender Pay Gap ◽  
Equal Pay ◽  
Pay Gap ◽  
Content Type ◽  
The Uk

Purpose – The purpose of this paper is to explore what has happened to the notion and reality of equal pay over the past 50 years, a period in which women have become the majority of trade union members in the UK. It does so in the context of record employment levels based upon women’s increased labour market participation albeit reflecting their continued over-representation in part-time employment, locating the narrowed but persistent overall gender pay gap in the broader picture of pay inequality in the UK. Design/methodology/approach – The paper considers voluntary and legal responses to inequality and the move away from voluntary solutions in the changed environment for unions. Following others it discusses the potential for collective bargaining to be harnessed to equality in work, a potential only partially realised by unions in a period in which their capacity to sustain collective bargaining was weakened. It looks at the introduction of a statutory route to collective bargaining in 2000, the National Minimum Wage from 1999 and at the Equality Act 2010 as legislative solutions to inequality and in terms of radical and liberal models of equality. Findings – The paper suggests that fuller employment based upon women’s increased labour market activity have not delivered an upward pressure on wages and has underpinned rather than closed pay gaps and social divisions. Legal measures have been limited in the extent to which they have secured equal pay and wider social equality, whilst state support for collective solutions to equality has waned. Its replacement by a statutory minimum wage initially closed pay gaps, but appears to have run out of steam as employers accommodate minimum hourly rates through the reorganisation of working time. Social implications – The paper suggests that statutory minima or even voluntary campaigns to lift hourly wage rates may cut across and even supersede wider existing collective bargaining agreements and as such they can reinforce the attack on collective bargaining structures, supporting arguments that this can reduce representation over pay, but also over a range of other issues at work (Ewing and Hendy, 2013), including equality. Originality/value – There are then limitations on a liberal model which is confined to promoting equality at an organisational level in a public sector subject to wider market forces. The fragmentation of bargaining and representation that has resulted will continue if the proposed dismantling of public services goes ahead and its impact upon equality is already suggested in the widening of the gender pay gap in the public sector in 2015.

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