REASONS FOR GENDER INEQUALITIES IN WEALTH contd.

Some people argue that gender inequalities in wealth are no longer a significant issue because...

• Women make up 60% of graduates in the EU.• Traditional roles for men and women are being challenged.• More women work than ever before.

BUT...

* Women are over-represented in ‘female’ jobs such as catering, caring and clerical work, which tend to pay less and are valued less than traditional ‘male’ jobs.

• Women are under-represented in business, politics and the professions.• Women make up a higher proportion of part-time workers than men.

Because of this, women earn less than men throughout their lifetimes.

WHY DO SOME PEOPLE ARGUE THAT GENDER INEQUALITIES IN WEALTH ARE NO LONGER A SIGNIFICANT ISSUE?

Some people argue that gender inequalities in wealth are no longer a significant issue because...

• Women make up 60% of graduates in the EU.• Traditional roles for men and women are being challenged.• More women work than ever before.

BUT...

* Women are over-represented in ‘female’ jobs such as catering, caring and clerical work, which tend to pay less and are valued less than traditional ‘male’ jobs.

* Women are under-represented in business, politics and the professions.

•Women make up a higher proportion of part-time workers than men.

Because of this, women in Britain earn less than men throughout their lifetimes.

1: Cleaner vs. Surface Technician

2: School Lunch Assistant vs. Catering Facilitator

3: Nursery Nurse vs. Waste technician

4: Cook vs. Joiner

5: Clerical assistant vs. Warehouse assistant

6: Cleaner vs. Refuse Collector

7: Care Assistant vs. Road sweeper

WHO EARNS MORE?

WHO EARNS MORE?1: Cleaner vs. Surface Technician

2: School Lunch Assistant vs. Catering Facilitator

3: Nursery Nurse vs. Waste technician

4: Cook vs. Joiner

5: Clerical assistant vs. Warehouse assistant

6: Cleaner vs. Refuse Collector

7: Care Assistant vs. Road sweeper

£5.91 PER HOUR/ £6.50 - £8 PER HOUR

£5.90 P.H/ £6.50 P.H

£17,000 per annum/ £25,000 p.a

£5.91 p.h/ £10 p.h

£7/8 p.h/ £9/10 per hour.

£12,600 p.a/ £12,600 p.a

£12,600 p.a/£12,600 p.a

Cleaner £12,600 p.aRefuse Collector £12,600 p.a (plus bonus & overtime allowance).

Care Assistant £12,600 p.aRoad sweeper £12,600 p.a (plus bonus & overtime allowance).

Bonuses and overtime pay meant many refuse collectors and road sweepers were being paid between £5,000 - £7,000 more per year than women in equivalent posts. When this was discovered, many women successfully sued the council under equal pay discrimination laws. Edinburgh Council has recently had to undergo a massive restructuring of its’ pay scales, and this led to a strike by refuse collectors who faced having their bonuses and overtime pay cut in order to ensure equal pay between men and women in equivalent posts. Edinburgh Council has now changed the job description and duties for refuse collectors, meaning that, for carrying out additional duties on top of refuse collection, they will now be paid a starting wage of £14,100, rising to £15,900 over time. Cleaners pay has remained roughly the same, though many have been awarded compensation and back-pay.

CASE STUDY: THE CITY OF EDINBURGH COUNCIL

Unequal Pay in the Public Sector The Problem

1: Unequal pay for jobs of the same skill level/ value (eg care assistants vs. road sweepers).

2: Bonus schemes for manual (traditionally male) jobs; no bonuses/overtime for jobs such as cleaning and care work (traditionally female).

3. Perceptions: Traditional women’s jobs are perceived to be less demanding and are valued less than manual work such as road cleaning and refuse collection.

NB: Approximately 80% of low paid workers in the public sector are women.

UNDERVALUED WORK = LESS PAY

= LOWER PENSION

...And this is why women tend to have a lower income than men throughout their lifetimes!

Gender Pay Gap: Legislation

•the Equal Pay Act 1970 – all workers should get the same pay for the same work.

•the Sex Discrimination Act 1975 – employers cannot refuse someone a job, promotion or the chance to get training because of their gender. (some exceptions)

•Equality Act 2006 – establishes The Equality & Human Rights Commission (EHRC) which is independent from the government. Offers advice/ takes legal action on behalf of individuals who have been discriminated against on the grounds of age, religion, gender, disability etc.

*The Equality Act 2010: combines all equalities legislation into one act.

To what extent did Edinburgh City Council’s response to inequalities in bonus schemes address the gender pay gap within the council?

Wednesday 16th November – use PEEA structure to write a shorter 1 page A4 answer. Conclude if you wish.