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A reasoning behind inequality between men and women

Jobs The real reasons behind the gender pay gap This week sees the final deadline by which companies with over 250 employees are required to publish their gender pay gap.

The real reasons behind the gender pay gap

Here we explore the four key reasons why the gap exists, and explain the role a reasoning behind inequality between men and women flexible and part-time working can play in closing it. By Dr Charlotte Gascoigne, Director of Research and Consultancy, Timewise The gender pay gap has been a regular staple of the news agenda in recent months, as companies have published their data and attempted to put a context around the fact that they have one.

However, research has shown that there are four key reasons why the gender pay gap exists. And for three out of the four, there is a relatively straightforward solution: Here we explore what the research is telling us — and what employers who are keen to narrow their gap can do about it.

There are more men in senior roles than women It is certainly true that there are more senior men than women in the workplace as a whole, and as senior people tend to be paid more than junior people, this has a negative effect on the gender pay gap. This is largely due to the 1950s pattern of men going out to work and women being at home to support them — enabling men to focus on work to the exclusion of everything else in life.

And it has been exacerbated in many sectors by globalisation and always-on technology, which have extended the working day to 10 or 12 hours.

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Indeed, employers operating a long-hours culture for senior roles are likely to be the worst offenders. Long hours have been shown to be inherently gendered and to exacerbate the gender pay gap.

Seminar: What Causes Gender Inequality?

And research has shown thatfor the highest-educated women those most likely to be in senior rolesthe gender pay gap has not fallen at all in the last 25 years. Design senior roles to work for all In the 21st century, this pattern of working is no longer fit for purpose. A workforce that includes men and women, parents and carers, all of whom want or need to work, but few of whom can do so to the exclusion of everything else.

  • If they can't quit completely, many of the women who stay end up working only part-time, because childcare and household duties , which women handle more than men do, are more manageable when you're not working full-time;
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  • Even the women themselves have the same mentality that they cannot most of top positions.

Employers come up with a range of reasons why flexible and part-time working are impossible in senior roles. The fact is, none of these have to be a barrier. All jobs can be designed differently, with a little imagination and a lot of collaboration.

These Are the Real Reasons for the Gender Gap, According to a New Report

And it has been estimated that gender differences in rates of part-time and full-time paid work account for more than half of that gapespecially among the highly-educated. However, this is based on a similar assumption to the first reason: In the Nordic countries, where government initiatives have actively tackled expectations of gender roles, change is much faster.

  • By Dr Charlotte Gascoigne, Director of Research and Consultancy, Timewise The gender pay gap has been a regular staple of the news agenda in recent months, as companies have published their data and attempted to put a context around the fact that they have one;
  • The explanation for the broader pattern may be different or easier to develop;
  • And secondly, they need to redesign jobs at all levels, to ensure that career progression on a part-time basis is not only acceptable, but aspirational.

Yet, we know that men in the UK do want to work part-time; research has shown that over half of younger fathers would take a pay cut to work less and spend more time with their family. Create quality flexible jobs that allow women and men to balance ambition with caring responsibilities In the absence of Nordic-style government intervention, employers who want to close their gender pay gap need to overcome the cultural biases which make it hard for men to opt for part-time or flexible working.

And part of the solution here is to make part-time roles more attractive to career-driven people. And secondly, they need to redesign jobs at all levels, to ensure that career progression on a part-time basis is not only acceptable, but aspirational.

  1. We use this as our source of empirical data and focus our argument on explaining gender interactions there. And research has shown that , for the highest-educated women those most likely to be in senior roles , the gender pay gap has not fallen at all in the last 25 years.
  2. And building flexible progression into these roles would allow part-timers to develop their careers in a more equitable way.
  3. And secondly, they need to redesign jobs at all levels, to ensure that career progression on a part-time basis is not only acceptable, but aspirational. Ridgeway, Framed by Gender , Chs.
  4. We can take the analysis of interactions another step by considering how the influence of gender on these interactions is potentially affected by conditions like. Even though religion plays a very important role in every human, there exists some weaknesses in some religions which acts as cages t the women.

The issue here is that we undervalue traditionally female skills — and that will take a while to change. But there is also a perceived wisdom that women choose low-paid occupations because they offer more flexibility, or are more family-friendly. Again, the perception that it is a choice to prioritise children over paid work, rather than being due to a lack of viable alternatives, positions the gender pay gap as a fact of life, and releases employers from responsibility for changing it.

Open up all sectors to part-time and flexible working As we have found with the other issues cited above, flexible working holds the solution.

Opening up traditionally male sectors and occupations to flexible working would encourage more women to work in them, and more men to switch to working part-time.

The simple reason for the gender pay gap: work done by women is still valued less

And building flexible progression into these roles would allow part-timers to develop their careers in a more equitable way. Women are paid less than men for the same role There is real confusion about the difference between the equal pay issue and the gender pay gap. As we have explained previouslythe gender pay gap is based on the difference between the average hourly pay rate for men and the average hourly pay rate for women, largely due to the reasons cited above.

In contrast, the equal pay issue is one of discrimination: And we at Timewise know better than most that flexible job design is the key to bringing about change. With under a year to go until the next set of figures have to be published — and an expectation that it will have improved — employers need to start taking action now.

To find out about our training and consultancy services that could help you tackle your gender pay gap, please contact Natalie on 020 7633 4451 or email natalie. Dr Charlotte Gascoigne is also available for presentations on the subject.

Gender Inequality and its Causes