The Gender Pay Gap in the UK Labour Market

Olsen, Wendy; Gash, Vanessa; Vandecasteele, Leen; Heuvelman, Hein; Walthéry, Pierre

doi:10.1093/acprof:oso/9780199686483.003.0003

Cited by 18 publications

(25 citation statements)

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“…Drawing on recent directions in 'glass ceiling' research, we stress the particular need for qualitative work that can better elucidate how occupational inequalities play out in specific spatial contexts. This feminist literature has highlighted how factors such as mentorship (Elacqua, Beehr, Hansen andWebster 2009), pay negotiation (McGovern, Hill, Mills andWhite 2007) and 'bonus cultures' (Olsen 2010) tend to work in the favour of men in large metropolitan firms, and we believe these may also be important for unravelling 'class ceiling' effects.…”

Section: Resultsmentioning

confidence: 94%

“…In this regard, it is more fruitful to look to the extensive feminist literature on inter‐regional variation in the gender pay gap. This work has consistently demonstrated that the gender pay gap is significantly higher in London and the south‐east, and significantly lower in Scotland, Wales and Northern Ireland (Olsen ; Olsen and Walby ). More specifically, while the gender pay gap has fallen consistently since 1975 in most parts of the UK, in London and the south‐east it has effectively stopped falling since 1991.…”

Section: British Geographies Of Class and Mobilitymentioning

confidence: 87%

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Mind the gap: financial London and the regional class pay gap

Friedman

Laurison

2017

British Journal of Sociology

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The hidden barriers, or 'gender pay gap', preventing women from earning equivalent incomes to men is well documented. Yet recent research has uncovered that, in Britain, there is also a comparable class-origin pay gap in higher professional and managerial occupations. So far this analysis has only been conducted at the national level and it is not known whether there are regional differences within the UK. This paper uses pooled data from the 2014 and 2015 Labour Force Survey (N 5 7,534) to stage a more spatially sensitive analysis that examines regional variation in the class pay gap. We find that this 'class ceiling' is not evenly spatially distributed. Instead it is particularly marked in Central London, where those in high-status occupations who are from working-class backgrounds earn, on average, £10,660 less per year than those whose parents were in higher professional and managerial employment. Finally, we inspect the Capital further to reveal that the class pay gap is largest within Central London's banking and finance sector. Challenging policy conceptions of London as the 'engine room' of social mobility, these findings suggest that class disadvantage within high-status occupations is particularly acute in the Capital. The findings also underline the value of investigating regional differences in social mobility, and demonstrate how such analysis can unravel important and previously unrecognized spatial dimensions of class inequality.

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Section: Resultsmentioning

confidence: 94%

Section: British Geographies Of Class and Mobilitymentioning

confidence: 87%

Mind the gap: financial London and the regional class pay gap

Friedman

Laurison

2017

British Journal of Sociology

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“…Gender differences within ethnic minority groups are sometimes the reverse of gender differences in the majority group (Browne and Misra 2003;Hester, Meyer, Raphael 2012: 388;IWPR 2016;Lang and Lehman 2012;Longhi and Brynin 2017;Epstein, Gafni and Siniver 2015): The drivers are different and therefore intersectionality is not easily predictable. Further, while gender inequality persists, it is declining in many countries (Bukodi & Dex 2010;Gebel & Pfeiffer 2010;Olsen, Heuvelman, Gash and Vandecasteele 2010;Weichselbaumer and Winter-Ebmer 2005). Ethnic inequality, in contrast, is reinforced over time with the arrival of new migrants (Zhou 1997;van Tubergen 2006), giving rise to complex ethnic inequalities (Blackaby, Leslie, Murphy and O'Leary 2002;Heath and Cheung 2006;Heath and McMahon 1997;Longhi and Brynin 2017;Longhi, Nicoletti and Platt 2013;Platt 2005).…”

Section: The Diversity Of Inequalitymentioning

confidence: 99%

The diversification of inequality

Brynin

Longhi

Zwysen

2017

British Journal of Sociology

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We examine intersectionality on the basis of increasingly complex interactions between gender and ethnic groups, which we argue derive from the growing diversity of these groups. While we critique the concept of superdiversity, we suggest that increased diversity leads to a 'diversification of inequality'. This is characterised by an increasing incidence of inequality through the growth in migration and of the size and variety of ethnic minorities, and by a weakening of specific inequalities. We demonstrate this using the Labour Force Survey and conclude that there is a clear diversification of inequality but also that ethnicity is a more potent source of inequality than gender. Diversity also increases the reach of inequality through producing and increasing the number of intersections.

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“…Public sector pay premia are widely reported and these are found to be greater and more robust to the inclusion of controls for personal and employment characteristics when measured for women (Blackaby et al 2012;Bozio and Disney 2011). This female between-sector differential is reflected in a lower gender pay gap in the public sector (Cai and Liu 2011;Chatterji, Mumford, and Smith 2011;Fuller 2005; House of Commons Women and Equalities Committee 2016; Olsen et al 2010). For these reasons (a narrower gender pay differential and a relative employment concentration of women), it has been hypothesized that the public sector has a narrowing influence on the headline UK gender pay gap (Grimshaw 2000).…”

Section: Introductionmentioning

confidence: 99%

The UK Gender Pay Gap 1997–2015: What Is the Role of the Public Sector?

Jones

Makepeace

Wass

2018

Industrial Relations

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The Labour Force Survey is used to examine the influence of sector on the UK gender pay gap 1997-2015. The assessment is twofold: first comparing gender pay gaps within sectors and second through identifying the contribution of the concentration of women in the public sector to the overall gender pay gap. The long-term narrowing of the gender pay gap, which predominately reflects relative improvements in women's productivity-related characteristics, is found to stall in 2010 within each sector. This is considered in the context of claims that public sector austerity represents a critical turning point in progress toward gender equality at work.

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The Gender Pay Gap in the UK Labour Market

Cited by 18 publications

References 0 publications

Mind the gap: financial London and the regional class pay gap

Mind the gap: financial London and the regional class pay gap

The diversification of inequality

The UK Gender Pay Gap 1997–2015: What Is the Role of the Public Sector?

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