The Equal Pay Act 1970 is an Act of the United Kingdom Parliament which prohibits any less favourable treatment between men and women in terms of pay and conditions of employment. It was passed by Parliament in the aftermath of the 1968 Ford sewing machinists strike and came into force on 29 December 1975. The term pay is interpreted in a broad sense to include, on top of wages, things like holidays, pension rights, company perks and some kinds of bonuses. The legislation has been amended on a number of recent occasions to incorporate a simplified approach under European Union law that is common to all member states. Equal pay for women is an issue regarding pay inequality between men and women. It is often introduced into domestic politics in many first world countries as an economic problem that needs governmental intervention via regulation. The Equal Remuneration Convention requires its over 160 states parties to have equal pay for men and women. A report commissioned by the International Trade Union Confederation in 2008 shows that, based on their survey of 63 countries, there is a significant gender pay gap of 15.6 %. Excluding Bahrain, where a positive gap of 40% is shown (due possibly to very low female participation in paid employment), the global figure is 16.5%. Women who are engaged in work in the informal economy have not been included in these figures. Overall, throughout the world, the figures for the gender pay gap range from 13% to 23%. The report found that women are often educated equally high as men, or to a higher level but "higher education of women does not necessarily lead to a smaller pay gap, however, in some cases the gap actually increases with the level of education obtained". The report also argues that this global gender pay gap is not due to lack of training or expertise on the part of women since "the pay gap in the European Union member states increases with age, years of service and education". www.employeebenefits.co.uk/item/11642/pg_dtl_art.../pg_ftr_art •
Under the Equality Act 2010, employers can no longer use secrecy clauses to prevent employees from discussing pay rates. •
According to figures from the Office of National Statistics, the median gender pay gap for full-time workers in the private sector is 20.8%. •
Employers can identify any pay gap via pay audits and job evaluations. •
Issues making it difficult for women to get to top jobs should be tackled.
assume you employ 7 women and 7 men, all the same age, and you pay them all the same wage for the same job..then 3 of the women tell you that they want to leave, to have a child..you have to pay them "maternity leave" and hold their job open, in case they want to return, after they have had their child..it costs you a fortune to employ 3 other people, and the pregnant women as well..so, do you pay them the same as a man..who will not cost you the same even if their wife gets pregnant..or do you pay the men more, because they will not leave..or do you just employ men, and then you do not have the problem in the first place !! http://www.tuc.org.uk/equality/tuc-14435-f0.pdf
Explaining the gender pay gap
There have been a number of studies that have used statistical modelling techniques to explain why we have a gender pay gap. A comparatively recent and very thorough study, using data from the British Household Panel Survey (a large up-to-date survey, that that looks at how people’s lives change over time) explained the gap in terms of four explanations:35
• 36 percent of the gender pay gap could be explained by gender differences in lifetime working patterns, including the fact that women, on average, spend less of their careers than men in full-time jobs, more in part-time jobs and have more interruptions to their careers for childcare and other family responsibilities.
• 18 percent is caused by labour market rigidities, including gender segregation and the fact that women are...
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