Temporary Work in the Public Services: Implications for Equal Opportunities

Abstract

This article examines the impact of the growing number of temporary employment contracts in the public sector on equal opportunity theory, policy and practice. Quantitative and qualitative data from two case study local authorities are utilized to examine the mechanisms by which temporary work becomes an equal opportunities issue. A strong association between part-time work and temporary employment status is demonstrated as an important aspect of the gendered nature of temporary work. Links between ethnicity and temporary work are less clear but are based upon the insecurity of targeted funding for teachers and the undervaluation of the skills of the workers concerned. The data indicate that temporary workers are largely excluded from equal opportunity policy and practice, bringing into question a concept of equality that can permit less favourable treatment for certain groups of workers. It is argued that public sector restructuring, particularly concerning decentralization and the quest for flexibility, has facilitated the differential treatment of employees, thereby fundamentally eroding the basis of equal opportunity policy and practice.

The European World of Temporary Employment

“…ences turn out to be rather modest. It is however important to note that temporary arrangements tend to be concentrated in certain sectors, such as the distribution sector, hotels and restaurants and public administration (Conley 2003). At this sectorial level, the distribution is much more gendered.…”

Equality and diversity in the public services: moving forward on lesbian, gay and bisexual equality?

“…The public sector has traditionally sought to promote itself as in the forefront of equality and diversity employment policy and practice, not only as an ‘employer of choice’, but also on the grounds that a diverse workforce would be better able to provide services to a diverse community. However, a growing body of literature on equalities in the gender and race areas has been critical of the impact of the modernisation agenda on equality and diversity employment policy and practice in public service organisations (Dickens, 1999: 11; Cunningham, 2000: 701; Bailey and Jones, 2001: 1; Conley, 2003: 456; Creegan et al. , 2003: 635).…”

“…, 2007: 593). However, the public services have been subjected to huge changes as a result of the ‘modernisation’ pursued by the New Labour government, which, it has been argued, may have had a negative impact on its equality/diversity work (Cunningham, 2000: 701; Conley, 2003: 456; Creegan et al. , 2003: 635).…”

From evidence to action: Applying gender mainstreaming to pay gaps in the Welsh public sector

“…Knowledge of pay gap drivers at the societal level has become particularly sophisticated with important implications for global and national government policy and legislation (Jones, Wass, & Makepeace, forthcoming; Peruzzi, ). However, in recent years, there have been calls for attention to organizational responses to pay gaps, specifically in the context of human resources (HR) policies and practices but also in terms of organizational culture change (Conley, ; Davies, McNabb, & Whitfield, ; Dickens, ). In particular, there is a need to better understand how organizations respond to public policy developments and to determine whether legislation prompts organizations to embrace or reject responsibility (Acker, ; Conley & Page, ; Deakin, Fraser‐Butlin, McLaughlin, & Polanska, ).…”