Pay equity through collective bargaining: when voluntary state feminism meets selective business practice

Abstract

The article traces the story of equal pay policy formation from the early 1980s to the present, from agenda-setting to policy adoption through to implementation, evaluation and outcomes. Until 2010, equal pay policy was implemented through collective bargaining at company and sector levels within a legal framework that failed to establish penalties for non-compliance. Persistent mobilization of feminist actors inside and outside of government contributed to breaking with this symbolic policy. A financial penalty for non-compliant companies was established. The article shows that the strengthening of the existing framework was not sufficient to counter the reluctance of companies to make a solid commitment to closing the gender pay gap, and the outcome appears to be a clear case of "gender accommodation" in GEPP terms. However, recent feminist mobilization around more effective implementation on equal pay suggests that the struggle for more authoritative equal pay policies in the firm is still on the policy agenda.

Freedom and Gender Equality in EU Family Policy Tools

“…Fourth, this article also hinted at the boundaries of gender equality within the liberal tradition. Policies assigned to monistic positive freedom have inherent totalitarian and authoritarian tendencies because they are closely tied to a specific value or value order (see Brochard et al, 2020). Such policies are prescriptive in instituting the 'right' way of life citizens should follow.…”

Untitled

“…The legal framework was strengthened by introducing financial penalties for non-compliance. However, this could not prove to decrease the gender pay gaps (Brochard, Charpenel & Pochic, 2020). Similarly, many member states have imposed reporting obligations on employers and companies regarding the wage differences between both sexes.…”