Carrying the work burden of the Covid-19 pandemic: working class women in the UK – final report out now
Clare Lyonette from IER has been collaborating with Professor Tracey Warren from Nottingham University Business School on a 12-month ESRC-funded project on the impact of Covid on working class women. The final report was published to coincide with a webinar on June 18th.
The authors are also presenting their main findings to the Women and Equalities Committee on June 30th, as part of an ESRC Impact Acceleration Account grant, which focuses on disseminating current Covid-related employment research undertaken by IER to relevant UK parliamentarians, with the hope that it will then feed into their deliberations about economic recovery post-Covid.
More information can be found:
New IER working paper on gender gaps in working conditions
The gender pay gap is well researched. This new paper by IER’s Honorary Professor Rafael Muñoz de Bustillo Llorente and his Spanish team adds to that body of research by examining the non-monetary gap in working conditions by gender. Using the European Working Conditions Survey, it explores gender differences in working conditions by different dimensions of job quality and across countries.
The gender pay gap - Blog by Dr. Erika Kispeter
Motto: “Very much enjoying all the people trying to explain away the pay gap stats by saying 'oh guys don't worry it's not a REAL pay gap, it's just that all our cleaners and PAs are women, and CEOs and directors are men!'” (@RebeccaCNReid on Twitter)
Regulation requires large companies, charities and public sector organisations in England, Wales and Scotland to disclose their gender pay gap data every year. The deadline for publishing gender pay data for the financial year 2018-19 has now passed and the Equality and Human Rights Commission (EHRC) has promised to take action against all organisations which missed the deadline. Today activists, journalists and academics are poring over the tables and writing up early findings.
I will not engage with the findings but try to look at a few general issues which have emerged from the data and the coverage.
Firstly, there is a confusion between the gender pay gap and un/equal pay. Equal pay means that men and women at the same organisation, performing equal work must be given equal pay, in accordance with the Equality Act 2010 . Gender pay gap measures the difference in the average (hourly) wage of all men and women employed by an organisation. The pay gap is given as a percentage of men’s earnings – in 2018 it was at 17.9% in the UK. It does not measure the difference between the pay of men and women doing the same job, rather, it reflects the differences in men and women's work more generally, including the effect of men and women working in different occupations and in different time patterns. It also reflects the lack of women in more senior roles.
Secondly, the gender pay gap at a given organisation may widen from one year to the next even if the employer truly supports gender equality. This can be the result of a number of senior women leaving the company, or a number of junior women joining the company and taking up relatively low-paid positions. Following the same logic, the pay gap can be reduced by making lower paid women redundant and outsourcing their work, or reducing the pay of higher-earning men.
Overall, the introduction of mandatory gender pay gap reporting was an important step. Companies across the UK (with the exception of Northern Ireland) can no longer remain anonymous and there is hope that the public scrutiny provides an incentive for employers to improve their figures and avoid ‘reputational damage’.
Professor Clare Lyonette chaired a symposium for the Public Policy Exchange on closing the gender pay gap
Morning speakers focused upon tackling gender inequalities and reviewing latest policies and included Alasdair MacDonald, Director of Programmes at the Equality and Human Rights Commission, Dr Carole Easton OBE, Chief Executive of Young Women's Trust, and Julie Jaye Charles, CEO of Equalities National Council.
The afternoon speakers focused on embedding gender equality and supporting women in your workplace: Jenny Pollock and Emma Shute from Women to Work, and Chloe Chambraud, Gender Equality Director from Business in the Community. Delegates included academics, union representatives, government representatives, local and district councillors and HR directors from a variety of public and private sector organisations.
Professor Kate Purcell talks about the life and work of Rosemary Crompton
Podcast from the Inaugural Rosemary Crompton Memorial Lecture 2015 held at City University, London. Professor Kate Purcell talked about the life and work of Professor Rosemary Crompton and Professor Crompton's contribution to our understanding of work, employment, social class and gender. Watch the podcast here.
Professor Rosemary Crompton was a pioneering sociologist. Her insights into class and gender inequalities produced a large body of work which continue to have resonance today. After Rosemary's premature death in 2011 the Academic community sought to perpetuate her memory by holding an Annual Rosemary Crompton memorial lecture. The lecture series is to be organised around the key themes of her work: gender, class and employment. The inaugural speaker was Professor Erik Olin Wright, University of Wisconsin-Madison, an international expert in class inequalities and a former colleague of Professor Crompton.