Ebook Towards a Closing of the Gender Pay Gap Country Report United Kingdom
The UK Government’s main policy objective is to close the gender gap in skills and working lives, and especially the main “evidence” of that the gender pay gap and to ensure that any remaining pay differences are only attributable to women’s genuine choices, not to any barriers. Results are being studied from research funded by Government into the causes of the pay gap (NIESR 2001).
The pay gap for full time women has closed to 18%. In December 2000, the Government published a consultation paper on how to make employment tribunal procedures in equal pay cases quicker and fairer to both women and their employers and will press ahead with the results of that consultation. Government, trade unions and major employers participated in the launch (February 2001) of a report from the Equal Pay Task Force, commissioned by the Equal Opportunities Commission (EOC), to help it analyse the role of discrimination in pay, and make recommendations. The Government declared its intention to drive forward in closing the pay gap.
The national minimum wage gave over one million women an immediate pay rise helping to reduce the gender pay gap to its lowest ever level. The minimum rate increased to £4.10 per hour in October 2001 and to £4.20 (6,8 Euros) in October 2002. This has further benefited low paid women.
CONTENTS
Preface
Section I Introduction
Section II UK Institutional framework: Attitudes, legislation and wage formation
2.1 Public policy, the role of social partners
2.1.1 Gender pay gap legislation
2.1.2 Programmes, campaigns and measures
2.1.3 Ethnic minorities and migrant workers
2.1.4 Institutions implementing gender equality measures
2.2 UK Wage formation systems
2.2.1 Trade unions, employer's confederate organisations, private and public employers
2.2.2 Bargaining institutions, level of bargaining
2.2.3 How institutions of conflict resolution can affect gender segregation and gender pay gap
2.2.4 Individual pay agreements, collective pay agreements. Pay schemes
2.3 Public discussion on gender issues in the UK labour market
2.3.1 Promoting gender equality
2.3.2 The pay gap
2.3.3 Ethnic Minority Women
2.4 UK key labour market statistics
2.4.1 The labour force
2.4.2 The pattern of employment
2.4.3 The pattern of employment across the public and private sectors
Section III Three Target Occupations in UK
3.1 UK Teaching associate professionals
3.1.1 Presentation of the target occupation, the labour market situation unemployment and wage level
3.1.2 Discussion on gender issues within teaching and comment on horizontal and vertical segregation within teaching
3.1.3 Programmes, campaigns and measures and agreements between social partners to support gender equality in education and labour market for the occupation.
3.1.4 Labour market regulations that may affect gender segregation (horizontal and vertical) and gender pay gap within teaching.
3.1.5 UK Teaching: Wage formation system: Bargaining institutions, level of bargaining, the role of unions, and the pay system
3.2 UK Food processing manufacturing workers
3.2.1 Presentation of the target occupation, the labour market situation unemployment and wage level.
3.2.2 Discussion on gender issues within food manufacturing occupations and comment on horizontal and vertical segregation
3.2.3 Programmes, campaigns and measures and agreements between social partners to support gender equality in food processing
3.2.4 Labour market regulations that may affect gender segregation (horizontal and vertical) and gender pay gap within food manufacture
3.2.5 UK, food processing, Wage formation system: Bargaining institutions, level of bargaining, the role of unions, and the pay system
3.3 UK Engineering professionals
3.3.1 General comments on engineering, the labour market situation and wage levels
3.3.2 Discussion on gender issues within engineering and comment on horizontal and vertical segregation within engineering
3.3.3 Programmes, campaigns and measures and agreements between social partners to support gender equality in education and labour market for engineering
3.3.4 Labour market regulations that may affect gender segregation (horizontal and vertical) and gender pay gap within engineering
3.3.5 Wage formation system: Bargaining institutions, level of bargaining, the role of unions, and the pay system
3.4 Some key labour market analysis
3.4.1 Teaching associate professionals
3.4.2 UK Food processing workers
3.4.3 UK engineering professionals
Section 4. UK workplace studies
4.1 Introduction
4.2 UK Teaching associate professionals Schools A and B
4.2.1 Employment
4.2.2 Working hours
4.2.3 Turnover and recruitment
4.2.4 Teaching hierarchy
4.2.5 Training
4.2.6 Wages: the national pay structure
4.2.7 Individual pay setting in practice
4.2.8 Knowledge of pay systems
4.2.9 Family-friendly policies
4.2.10 Gender on the agenda?
4.2.11 Comments and interpretation- UK teaching
4.3 UK Food processing workers
4.3.1 Foodco1
4.3.2 Foodco2
4.3.3 Comments and interpretation UK food Co1 and 2
4.4 UK Engineering professionals
4.4.1 Engco
4.4.2 Engpub a public sector engineering organisation
4.4.3 UK Engineering Comments and interpretation
4.5 UK Workplace Studies Summary and comments
List of Tables
References
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