By Michael Rubenstein
A examine of British ways to handle discrimination concerns within the office.
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Extra resources for Equal Pay for Work of Equal Value: The New Regulations and their Implications
3 of the Equal Pay Act. 3 provided that collective agreements or pay structures containing any provisions applying specifically to men only or to women only could be referred to the Central Arbitration Committee for amendment to remove that discrimination. Where collective agreements provided for separate and lower women's rates, some firms adopted a strategy of altering the designation of the lowest rate from one relating specifically to women to a unisex grade in practice relating only or predominantly to women's jobs.
52. 53. 54. 55. 39 data were available, a higher percentage of part-timers than full-timers were low paid. Hunt's survey in 1965 (Survey ofWomen's Employment, pp. 32-3 and table A 19) found that full-time women workers at that time outnumbered part-timers by nearly two to one. 5 per cent of women were full-timers. Amongst unskilled manual workers, some 78 per cent of women were employed part-time. In contrast, 85 per cent of professional and managerial occupations were filled by full-timers. Hunt also found that a majority of women working part-time did so because of various kinds of domestic responsibilities and most said that they would not work longer hours under any circumstances.
The more cases that women bring under the new Regulations, the more likely it is that their claims will be successful. In the remaining sections of this book, we offer guidance on both utilising the new Regulations and on their interpretation. NOTES 1. 2. Note, however, that whilst men on average have more formal qualifications, women are more likely than men in most socio-economic groups to have continued their full-time education after leaving school. 2. 2. 1. 3. , The Causes of Poverty, Background Paper No.
Equal Pay for Work of Equal Value: The New Regulations and their Implications by Michael Rubenstein