I do wonder what if there was no gender pay gap, would the expectation still fall on women to take breaks from their careers to care for children or older relatives? Giving up the lower salary is the sensible option but think of what a difference it would make if the lower salary wasn't usually the women's salary.
t surely is possible to close the pay gap within a generation, but it means making fundamental changes. We have to reassess how we view the relative contribution of men and women, both in sports and in work. That means asking ourselves some difficult questions, stating with: what are we willing to do about it?
But it is the 10% that sends a real shudder down my spine. It must be a fact that we are somehow all complicit in a work culture that starts to shortchange women right from the start of their careers. Stopping the gender pay gap being present from the outset is the only way we will stop it from widening later.
I am taking part in industrial action because by asking us to do more for less our employers are ruining the experiences of our students and because I can see the unfairness of my employer employing the majority of men (52%) on permanent, full-time contracts, whilst the majority of women (56.4%) are in casualised employment. I will be standing shoulder to shoulder with colleagues and students in defence of higher education and to make it clear that casualisation and pay inequality are not acceptable.
David Cameron may be happy for our children to grow up into a world where women still get paid less than a man, for doing exactly the same job as a man, but I am not. Nor, I have no doubt, are the vast majority of men and women in modern Britain. 60% of doctors in the NHS are women. With its regressive, discriminatory contract, the government seems hell-bent on driving us away.
on Monday WE launched this tragi-comic video showing women marking the unhappy new year--the new female earning year--to draw attention to a persistent inequity, a gender pay gap that endures almost 46 years after the Equal Pay Act received royal assent. Such campaigns raise awareness but much, much more needs to be done.
The bigger return for employers and for the UK economy is clear with £600 billion being added to the value of the economy if we close the gender pay gap. We have the best educated, best qualified female labour force we have ever had. And yet we are wasting that talent and investment as a result of poor, shortsighted (and sometimes illegal) practice. Definitely time for a game-changer. Let's hope the Government rises to the challenge.
Employers have a responsibility to ensure this is happening in the workplace and that there is an environment where both sexes feel comfortable pursuing career progression, as this can only have positive results for business leaders. Those that are able to recognise the challenges felt by workers of both sexes and work to address these will ultimately benefit from a happier, more stable workforce and an improved employer brand which helps them to attract the best talent.