Suchergebnisse

Reviews the underlying causes of pay discrimination embedded within the organization of the labour market and structures of pay and reward. Discusses the need to focus on pay equity as part of a general strategy of promoting equity and decent work and examines the case for using minimum wage policies in comparison to more targeted equal pay policies to reduce gender pay equity. Identifies potential obstacles to or support for such policies and describes experiences of the use of minimum wages in selected countries

AbstractIf justice and prosperity are to go hand in hand, a new social settlement in the labour market is urgently needed. The IPPR proposals provide a good start that could begin to transform the UK labour market, particularly by re‐establishing collective regulation. However, the programme is incomplete. Welfare reform is not addressed yet Universal Credit can be expected to have negative impacts on the labour market. Most importantly the report, despite offering some useful measures for gender equality, does not seize the political moment, as concerns rise over job displacement, to argue for shorter working time that could help to transform the gender division of paid and unpaid work.

In Great Britain collective agreements have never had a great deal of significance in relation to actual working time, but in the 1980s and 1990s their significance declined even further. Meanwhile, however, real and fundamental changes have been taking place at the level where working time is actually regulated in practice, where trade unions exert direct control over working time in companies and in the workplace. The current mixture of traditional and innovative working time arrangements is giving rise to a wide range of working time patterns with a high incidence of unsocial working hours. This leads to a polarisation between the working times of men and of women, a phenomenon which is coming up against growing criticism in British society.

Die Bedeutung von Tarifverträgen, die für die Entwicklung der effektiven Arbeitszeiten in Großbritannien von jeher begrenzt war, hat in den 80er und 90er Jahren noch weiter abgenommen. Der eigentliche, fundamentale Wandel vollzieht sich jedoch dort, wo die Regulierung der Arbeitszeit in erster Linie stattfand, nämlich auf der Ebene der unmittelbaren Kontrolle der geleisteten Arbeitszeit durch die Gewerkschaften in Betrieb und am Arbeitsplatz. Durch die gegenwärtig stattfindende Mischung traditioneller und neuartiger Arbeitszeitvereinbarungen entsteht eine Vielfalt von Arbeitszeitmustern mit einem hohem Maß von unsozialen Arbeitszeiten. Damit geht eine Arbeitszeitpolarisierung zwischen Männern und Frauen einher, die jedoch auf zunehmende Kritik in der britischen Gesellschaft stößt. (Transfer / FUB)