BB see: Transparency legislation and public discussions of wage inequality

Treleaven, Christina; Fuller, Sylvia

doi:10.1111/cars.12326

Cited by 4 publications

(3 citation statements)

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“…Unfair pay discrimination continues to be a persistent issue globally (Treleaven & Fuller, 2021), and one of the key measures worldwide to address pay discrimination is legislation (Heymann et al, 2020). Heymann et al (2020) note that the impact of anti-discrimination laws has not been widely researched and recommend that future studies include less industrialised countries, such as those in Africa.…”

Section: Introductionmentioning

confidence: 99%

Pay discrimination litigation: Lessons learned

Diedericks,

Bosch

2023

SA Journal of Human Resource Management

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Orientation: We investigated the reasons for success or failure of pay discrimination claims in South Africa.Research purpose: To learn from reasons for judgements in equal pay litigation to clarify pertinent legal concepts and principles related to equal pay, towards improved pay practices.Motivation of the study: To clarify the concepts of justifiable and unfair pay discrimination. To make recommendations preventing unnecessary breakdown of the employer-employee relationship, curtailing unproductive pay discrimination legal action.Research approach/design and method: Content analysis was used to categorise the reasons for the success or failure of 22 pay discrimination litigation cases brought before the CCMA, Labour Courts, and the Labour Appeal Court (1999–2020). Cases were examined prior to and after amendments Section 6(4), of the Employment Equity Amendment Act 47 of 2013.Main findings: Contrary to the expectation of more positive outcomes for employees after changes to the EEA came into effect, 21 out of 22 cases were unsuccessful. Legal reasons are detailed in the findings. Claimants were from the lower income bands. Case arguments often misguided. Union representation seems ineffectual.Practical/managerial implications: There is a lack of understanding of the requirements to argue unfair pay discrimination before a court. Organisations should mediate in cases where employees claim unfair discrimination, to prevent the irretrievable breakdown or the employer–employee relationship resulting in litigation. Organisations should refrain form intentional or unintentional unfair discrimination.Contribution/value-add: This study demonstrates that employees and their representatives lack knowledge of pay discrimination legislation. We provide explanation of pertinent concepts and principles when judging the merits of a pay discrimination case.

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Section: Introductionmentioning

confidence: 99%

Pay discrimination litigation: Lessons learned

Diedericks,

Bosch

2023

SA Journal of Human Resource Management

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“…Using transparency as a tool to drive positive social change can be highly effective. In recent years, for example, a focus on pay transparency-whereby an openness about remuneration empowers workers to benchmark their compensation against others at a similar level within their organisation-has enabled the successful detection of systemic pay inequalities (Heisler 2021;Treleaven and Fuller 2021). Research has shown that wage transparency can have the twofold impact of reducing gender pay gaps, while also 1 See e.g.…”

Section: Introductionmentioning

confidence: 99%

“…sparking productive public conversations about inequality (Treleaven and Fuller 2021). 1 Yet alongside the advantages to integrating a transparent approach within equality initiatives, transparency also has its limitations and challenges.…”

Section: Introductionmentioning

confidence: 99%

Gender Inequality Laid Bare: Transparency as a Tool to Drive Progress, Ethical Leadership and Good Governance in Victoria

Farhall¹,

Vincent

2021

LiC

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The state, in particular through its ability to enact legislation, has the capacity to either perpetuate or confront forms of systemic and structural disadvantage and inequality. Increasingly, transparency is being seen as key to designing effective equality law, and the ambitious new Gender Equality Act 2020 (Vic) (The Act) is a leading example. The Act seeks to break down outdated stereotypes and systemic inequalities—particularly those that relate to gender. Central to the design of the Act is its commitment to transparency. The Act mandates a level of organisational transparency about the advancement of gender equality that has not previously been required in the public sector in Victoria, or in the rest of Australia. This transparency underpins the ambitious objectives of the Act and is integral to the obligations it puts in place to drive progress towards gender equality. A focus on transparency serves four main purposes in accelerating the pace of change towards a more gender-equal society and providing leadership in this arena. Firstly, it functions as a practical tool to encourage knowledge-sharing and innovation along the path to gender equality. Secondly, transparent reporting of defined entities’ progress towards gender equality acts as a form of pressure to make material progress, instead of participating in box-ticking exercises. Thirdly, the transparency within the Act is a marker of ethical leadership, by democratising knowledge in this space. Lastly, a commitment to transparency is a sign of good governance; it both allows the public to access and interrogate public sector progress towards gender equality and ensures that government plays a leadership role in pushing for positive social change. The Gender Equality Act 2020 (Vic) is thus an example of how laying bares our challenges related to organisational gender equality can help drive progress towards a more gender-equal future.

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The Evolution of Canadian Pay Equity Legislation and the Social Organization of Public Opinion

Guppy

Vincent

2021

American Review of Canadian Studies

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BB see: Transparency legislation and public discussions of wage inequality

Cited by 4 publications

References 74 publications

Pay discrimination litigation: Lessons learned

Pay discrimination litigation: Lessons learned

Gender Inequality Laid Bare: Transparency as a Tool to Drive Progress, Ethical Leadership and Good Governance in Victoria

The Evolution of Canadian Pay Equity Legislation and the Social Organization of Public Opinion

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