Gender Gap Inequality
Lawmakers in the UK has made provision to tackle gender equality issues by setting out legislation in force primarily related to the way men and women are compensated and also with regard to recruitment. The main legislation is force which is enacted to tackle this issue is the Equal Pay Act (1970) and the Sex Discrimination Act (1975). Further, recently some new provisions have been implemented to supplement the previous act. These are Part Time Workers Regulations (2000); Maternity Leave and Pay Regulations (1975); The Paternity Leave and Pay Regulations (2003) and the Flexible Working Regulations (2003). However, in spite of this legislation in place, the UK has recorded one of the worst gender equality at work, particularly in the huge difference in the pay for working mothers. As per many researchers, Britain is ranked 11th out of 18 countries on factors related to remuneration, representation in management, as well the inequality between male and female recruitment, along with other factors (Monaghan, 2016).
The possible causes of gender inequality in the UK are as follows:
Direct discrimination- Direct discrimination is a factor that is clearly evident in cases of women earning less than men in spite of doing the same job
The devaluing of women's work - Women’s capabilities and skill sets are underestimated and hence women often are paid less than men for doing similar jobs of relatively equal value. The remuneration for jobs having comparatively similar skills, qualifications, or experience usually tends to be lower if performed by women. Women’s capabilities and skills are underestimated at the time of promotions which shows that they are considered to be less competent or 'managerial' or their being mothers would make them less committed to work. Research conducted recently indicated that women were 40 percent less likely to be promoted than men. (Reporters, 2017)
Segregation in the labour market – Men and women generally have a tendency to work in different kinds of jobs. While they usually predominate in different sectors, when it comes to the same sector or organization, women predominate in less-valued and lesser-paid jobs. Women are often employed in administrative roles and other functions that require little or no skills such as cleaning and care work (Striking-women.org, 2017).
Traditions and stereotypes - Segregation is usually associated with traditions and stereotypes. Though in certain cases it could reflect personal preferences, traditions and stereotypes do substantially influence the field of education and eventually the profession women may opt for. Although about 60% of university graduates are women, they represent a minority in the fields of mathematics, computing, and engineering. Owing to the traditions and stereotypes, women are under pressure to reduce their working hours or leave their jobs to take care of their children or the elders at home.
Balancing work and private life - Women do experience far more difficulties when it comes to striking a balance between work and personal life. Household responsibilities aren’t equally shared by men and women and hence the responsibility of looking after dependent family members is borne by women in most cases. Even in the workplace, it is the women that take parental leave. Owing to this and the absence of facilities for child and elderly care, women are usually compelled to leave their jobs. As a result, women face more breaks in their career or work for lesser hours than men which negatively impact their career progress as well as promotion prospects. Ultimately they end up with less financially rewarding careers (Striking-women.org, 2017).
Women getting less paid, being recruited to unstable jobs and lower representation in the workforce leads to a decline in the whole economy of a nation. As per a report by McKinsey, if the women sector is not being awarded equality with regards to work scenario and pay structure, the global economy will be hampered by a large margin. It has been estimated that achieving gender equality will add $12 trillion to the global economy in the next ten years (Guibourg, 2015). Further, the statistics of gender and socioeconomic inequality give us to distinct pattern for comprehending women’s health and well-being. Socioeconomic factors, such as education, scarcity, pay inequality, and profession, are the solid and persistent indicators of health and mortality (Moss, 2002). Gender inequality along with socioeconomic inequality, combined together explains the disparities in women’s overall well-being.
The issue of gender inequality, if addressed, could result in a turning point in history. The economic plan has left out the gender inequality issues, more for the paucity of the resources at disposal. However, by giving equal importance to women, as their male counterparts in the workforce, the economy of the UK can considerably improve (Corsi, 2014). Further, the issue of the poor health of women, which further escalates the economic miseries can be tackled. The UK government and Legislation should recognize the opportunity for the enhancement of women’s participation in the workforce and the benefits accruing from the same.
References
Corsi, M. (2014). Economic Independence and the Position of Women on the Labour Market of the European Union. Policy Department C: Citizens' Rights and Constitutional Affairs.
Striking-women.org. (2017). Gender pay gap and the struggle for equal pay | Striking Women. [online]
Guibourg, C. (2015). This one thing would add $12tn to the world's economy. [online] Cityam.com.
Monaghan, A. (2016). UK has one of worst records for gender equality at work – report. [online] the Guardian.
Moss, N. (2002). Gender equity and socioeconomic inequality: a framework for the patterning of women's health. Social Science & Medicine, 54(5), pp.649-661.
Reporters, T. (2017). Male managers 40 per cent more likely to be promoted than women. [online] The Telegraph.
Striking-women.org. (2017). Gender pay gap and the struggle for equal pay | Striking Women. [online]
