Curbing inequalities in Europe: The impact of industrial relations and labour policies

Vaughan-Whitehead, Daniel; Vazquez-Alvarez, Rosalia

doi:10.4337/9781788116299.00006

Cited by 4 publications

(5 citation statements)

References 17 publications

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“…Subsequent work might encourage even more robust framing of equity initiatives by utilising the dimensions of relevant political economy models, including those which emphasise ER contextual features (e.g. Martin and Bamber, 2004; Vaughan-Whitehead and Vazquez-Alvarez, 2018). Sense-making of pay equity developments through systematic reference to such frameworks may bring to light their relationship to the dynamic interaction of particular political and socio-economic processes, the power relations of their exponents and the focus of challenges to such.…”

Section: Discussionmentioning

confidence: 99%

The revival and refashioning of gender pay equity in New Zealand

Parker

Donnelly

2020

Journal of Industrial Relations

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While the foundations for redressing gender pay inequality in New Zealand were established half a century ago, significant numbers of women still endure the sharp end of gender-based pay differentials. Following a landmark test case in the aged care sector which focused on the (re)interpretation of the Equal Pay Act 1972, gender pay equality is once again under intense scrutiny. On the 125th anniversary of women’s suffrage, the New Zealand government signalled the introduction of legislative amendments to address this enduring challenge. Although widely contested, the intent of the Equal Pay Amendment Bill is to lower the threshold for raising pay equity claims, while establishing a bargaining process for resolving them. Alongside this, the government has introduced an ambitious workplace action plan to eliminate public service gender pay gaps. Informed by gender equity policy approaches, this article examines New Zealand’s (gendered) regulatory history relating to equal pay, yielding insights into how labour law and policy have both addressed and evaded the objective of equal remuneration for work of equal value, concluding with a discussion of recent initiatives. This qualitative analysis illustrates how institutional contexts for wage-setting and value-laden equality strategies impact women’s experience of work in New Zealand.

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Section: Discussionmentioning

confidence: 99%

The revival and refashioning of gender pay equity in New Zealand

Parker

Donnelly

2020

Journal of Industrial Relations

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“…The extent to which collective bargaining does indeed reduce wage inequality depends on a series of factors related to the three bargaining systems discussed in the previous section. First of all, enterprises covered by collective agreements tend to have a more compressed wage distribution than enterprises not covered, reducing within-firm inequality (Kohn and Lembcke, 2007;Moore et al, 2019;Vaughan-Whitehead and Vazquez-Alvarez, 2018). Also, bargaining coverage is negatively correlated with wage inequality within a national labour market; the extent of this, however, also depends on trade union bargaining power and the type of bargaining system (with less clear evidence on the issue of centralisation) (Bosch, 2015;Bryson, 2014;Hayter, 2015;Visser and Checchi, 2011;Wallerstein, 1990Wallerstein, , 1999.…”

Section: Wage Inequality Among Wage-earnersmentioning

confidence: 99%

Inequality between capital and labour and among wage-earners: the role of collective bargaining and trade unions

Keune

2021

Transfer: European Review of Labour and Research

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In the context of rising inequality between capital and labour and among wage-earners in Europe, this state-of-the-art article reviews the literature concerning the relationship between collective bargaining and inequality. It focuses on two main questions: (i) what is the relationship between collective bargaining, union bargaining power and inequality between capital and labour? and (ii) what is the relationship between collective bargaining, union bargaining power and wage inequality among wage-earners? Both questions are discussed in general terms and for single- and multi-employer bargaining systems. It is argued that collective bargaining coverage and union density are negatively related to both types of inequality. These relationships are however qualified by four additional factors: who unions represent, the weight of union objectives other than wages, the statutory minimum wage, and extensions of collective agreements by governments.

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“…The benefits of collective bargaining on countries' economies-at both macro and micro levels-and on the actors involved in each of these aspects (Table 1) have been widely addressed in the scientific literature (Adam et al 2021;Addison 2016;Tzannatos 2002, 2008;Garnero 2021;Tzannatos and Aidt 2006;Vaughan-Whitehead and Vazquez-Alvarez 2018;Vernon and Rogers 2013).…”

Section: Introductionmentioning

confidence: 99%

A Bibliometric Analysis of Collective Bargaining: The Future of Labour Relations after the COVID-19 Pandemic

Rueda-López,

Muñoz-Doyague,

Aja-Valle

et al. 2023

Economies

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This research presents a bibliometric analysis of the scientific literature on collective bargaining between 2012 and 2021. The main objective of this research is to analyze how scientific research on collective bargaining has evolved during this period and to identify current trends and future lines of research on the institution of governance of labor relations. For this purpose, 1676 documents collected in the Web of Science Core Collection and 1971 in Scopus have been analyzed. This analysis has made it possible to determine which have been the scientific papers with the greatest impact, the most relevant researchers, and the most used keywords. As a contribution, note the classification made in relation to which are the most relevant scientific journals, the most cited papers, or the most influential researchers in the field of collective bargaining. As conclusions and future lines of research identified, this research points out the need to delve into studies related to the promotion of dialogue between human resources management and the legal representation of workers about working conditions that positively affect workplace well-being, as well as investigations related to the power and legitimacy of negotiation by social and economic agents.

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Curbing inequalities in Europe: The impact of industrial relations and labour policies

Cited by 4 publications

References 17 publications

The revival and refashioning of gender pay equity in New Zealand

The revival and refashioning of gender pay equity in New Zealand

Inequality between capital and labour and among wage-earners: the role of collective bargaining and trade unions

A Bibliometric Analysis of Collective Bargaining: The Future of Labour Relations after the COVID-19 Pandemic

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