Decertifying Gender: The Challenge of Equal Pay

Grabham, Emily

doi:10.1007/s10691-022-09516-3

Cited by 10 publications

(5 citation statements)

References 39 publications

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“…Others are advocating for employers to report specific compensation data to state or federal officials, a practice that is more prevalent in European countries. For instance, relevant employers with 250 or more employees in the United Kingdom must report data relating to pay gaps and bonuses paid to the government (Grabham, 2023). In Germany, employees have a right to review compensation procedures relating to wagesetting to help them compare their remuneration with equivalent colleagues (Zimmermann, 2017).…”

Section: Where the Trend May Be Headingmentioning

confidence: 99%

Pay Transparency: Why it is Important to be Thoughtful and Strategic

Avdul

Martin

Lopez

2023

Compensation & Benefits Review

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Pay transparency is quickly ascending to the forefront of human resources compensation issues. Employees—especially younger employees—at organizations and society in general are seeking fairer outcomes and more transparency with compensation falls in line with those expectations. Governments are responding by drafting and passing new pay transparency legislation. Based on the research conducted, pay transparency can yield benefits such as helping to close pay gaps, reducing employee turnover, and elevating trust with management and others, but can also create confusion and negative outcomes. This article provides a summary of what pay transparency is, why it is gaining in importance, how it impacts organizations and where the trend may be heading. A list of strategic recommendations is offered for organizational leaders to consider when navigating through an environment with greater pay transparency.

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Section: Where the Trend May Be Headingmentioning

confidence: 99%

Pay Transparency: Why it is Important to be Thoughtful and Strategic

Avdul

Martin

Lopez

2023

Compensation & Benefits Review

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“…Exemplary organizations in the U.S. have adopted transparent and equitable pay policies, ensuring that remuneration is based on skills and responsibilities rather than gender. Regular pay audits and adjustments are conducted to identify and rectify any gender-based pay disparities (Grabham, 2023). Successful companies prioritize leadership development programs specifically designed for women.…”

Section: Success Stories and Best Practicesmentioning

confidence: 99%

Gender equality in the workplace: A comparative review of USA and African Practices

Idowu Sulaimon Adeniyi,

Nancy Mohd Al Hamad,

Ololade Elizabeth Adewusi

et al. 2024

World J. Adv. Res. Rev.

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This Review presents a comparative review of gender equality practices in the workplace, focusing on both the United States (USA) and various African countries. Gender equality is a pivotal aspect of societal progress, economic development, and fostering inclusive workplaces. The analysis delves into the differing approaches, challenges, and advancements in promoting gender equality within organizational settings, offering insights into the nuanced landscape of gender dynamics. In the United States, considerable progress has been made toward gender equality, driven by legislative measures, advocacy efforts, and cultural shifts. The Review explores initiatives such as affirmative action, diversity and inclusion programs, and policies addressing pay disparities. It examines the impact of landmark legislation like the Equal Pay Act and Title VII of the Civil Rights Act, highlighting advancements and persisting challenges in the pursuit of gender parity. Conversely, the review extends its focus to diverse African practices, recognizing the continent's rich tapestry of cultures, economies, and regulatory frameworks. The Review illuminates regional variations in approaches to gender equality, considering factors such as cultural norms, legal frameworks, and socioeconomic conditions. It sheds light on innovative practices emerging in African workplaces, emphasizing the role of grassroots movements, government interventions, and the empowerment of women in various sectors. The Review also underscores shared challenges faced by both the USA and African nations, including gender-based discrimination, underrepresentation in leadership roles, and the impact of intersectionality on women's experiences in the workplace. By comparing these practices, the review seeks to draw attention to successful strategies, lessons learned, and areas for improvement in advancing gender equality globally. This comparative analysis aims to contribute to the ongoing discourse on gender equality, offering a nuanced understanding of how workplace practices vary between the USA and Africa. By recognizing the unique contexts and leveraging shared experiences, the review seeks to inform policymakers, businesses, and advocates in fostering workplaces that prioritize diversity, inclusivity, and gender equity.

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“…Prohibited discrimination or 'protected characteristics' include 'sex' (defined as a reference to a man or a woman, s11), 'pregnancy and maternity' and 'gender reassignment' (broadly defined, despite the Act's deployment of the medicalised term 'transsexual', s7). 16 Unequal pay for equal work between people of the 'opposite sex' is also prohibited (s54; see Grabham 2023). Equality actors in the public sector must also oversee compliance with the 'public sector equality duty' (s149; on the scope of the duty, see Fredman 2011;Carr 2014;McColgan 2015;Manfredi et al 2018).…”

Section: Legal and Political Contextmentioning

confidence: 99%

“We’re not there yet” but it’s not “pie-in-the-sky”: Legal Consciousness, Decertification and the Equality Sector in England and Wales

Emerton

2023

Fem Leg Stud

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Drawing on 38 in-depth, qualitative interviews, this article explores how people working in the equality sector in England and Wales view and use the current law around sex and gender, and how they imagine law’s future, particularly potential decertification, where the state would withdraw from certifying and regulating a person’s sex/gender. Whilst situated in the bureaucratic strand of the literature, the paper also contributes to wider legal consciousness studies. This literature has generally focused on people’s relationships to law in terms of domination, alienation and game-playing. Drawing on idioms and the language of touch, the paper unpacks the way in which equality actors talked about law not as remote or alienating, but as close and familiar; not as oppressive, but as “precious” and hard-won. Some also regarded law as a place of safety in unsafe times. These proposed ‘attached to law’ and ‘protective of law’ strands of consciousness enrich and extend Ewick and Silbey’s classic ‘before the law’ narrative. The findings are also useful for critical legal and feminist scholarship. Combined with the equality sector’s pragmatic and tactical use of law to problem-solve, this close and protective orientation towards law reproduces its hegemony. The paper concludes by exploring a recurrent refrain that, in relation to decertification, “we’re not there yet” and that gender equality would need to be achieved before decertification would “fly”.

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Decertifying Gender: The Challenge of Equal Pay

Cited by 10 publications

References 39 publications

Pay Transparency: Why it is Important to be Thoughtful and Strategic

Pay Transparency: Why it is Important to be Thoughtful and Strategic

Gender equality in the workplace: A comparative review of USA and African Practices

“We’re not there yet” but it’s not “pie-in-the-sky”: Legal Consciousness, Decertification and the Equality Sector in England and Wales

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