Hopes Dashed?: The Economics of Gender Inequality

Hyman, P

doi:10.7810/9780994135469

Cited by 4 publications

(9 citation statements)

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“…Today, Diversity Works “exists to help organizations do workplace inclusion well and do well because of it” (Diversity Works, 2021a). Accompanying the private sector preference for self‐regulation was the increasing number of women in the paid labor market (Hyman, 2017). One consequence of the differential EEO/diversity policy strategies to emerge quite rapidly was contradictions between the state and private sector in female board representation (Shilton et al., 1996).…”

Section: Macro Level Influences Shaping Our Discussionmentioning

confidence: 99%

Unmasking the politics of policy‐driven change (or not) for gender diversity

Rosser,

Ryan,

Myers

2023

Gender Work & Organization

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This article places a critical lens over one part of an empirical study to explore the political reasons for why (or why not) women on boards policies are effective (or not) in Aotearoa New Zealand. Political intersectionality is used as a heuristic tool to link the political agendas of macro level public policies to meso‐level organizational processes and how these (re)shape the micro‐level everyday politics of structural privilege and disadvantage. Interview data from 10 influential male directors show how the political agendas of powerful interest groups can shape the dialog and further embed the status quo by promoting a business case for gender diversity based on the inherent assumption that it incentivizes businesses to function as meritocracies. We argue that power and conflicting political interests must be addressed if diversity‐related interventions are to achieve the desired gender equity and social justice outcomes in a board membership.

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Section: Macro Level Influences Shaping Our Discussionmentioning

confidence: 99%

Unmasking the politics of policy‐driven change (or not) for gender diversity

Rosser,

Ryan,

Myers

2023

Gender Work & Organization

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“…However, the Court dismissed the case on the basis that the EPA’s implementation period had passed. In reviewing the case, Hyman (2017) contended that ‘many believe that it was not well argued, the judgment was faulty, and only lack of resources prevented a successful appeal’ (p.80). Others noted that the decision effectively paved the way for fresh political campaigns (Hill, 2013; Ministry of Women’s Affairs (MWA), 2002).…”

Section: Challenges To Legislation and Policy Reformsmentioning

confidence: 99%

“…Frances and Nolan, 2008; Sayers, 1993). As Hyman (2017) notes, ‘lower levels of unionisation and collective bargaining, together with a rise in casualisation resulting from the [ECA] and related policies … dealt a blow to the position of lower-paid women’ (p. 46). Furthermore, Hammond and Harbridge (1993) found that men received higher pay rises than women (though the increases were minimal because of the wage freeze), performance-based increases exacerbated gender differentials and women were more likely to be covered by contracts without overtime or penalty rates.…”

Section: Shift Of Pay Equity From State To Workplace Policymentioning

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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“…It is noteworthy that the submission from BusinessNZ, a powerful pro‐employer lobby group, was far more extreme than that of Terranova, the aged care employer concerned. Hyman () notes BusinessNZ was completely hostile to the case, emphasizing market primacy and claiming that a ‘Pandora's box’ would be opened if the pay equity case succeeded. Such interventionism was contrary to the current employment relations landscape.…”

Section: Case Analysismentioning

confidence: 99%

“…An area where women's economic progress lags is in the field of care work. Much recent equal pay research has explored the systemic labour market undervaluation of care work resulting from structural conditions and gendered norms (England, ; Grimshaw & Rubery, ; Hill, ; Hyman, ). Care work internationally is low paid (New Zealand Human Rights Commission [NZHRC], ; Palmer & Eveline, ), predominantly feminized (Ravenswood & Harris, ) and constitutes women's bodywork, closely tied to the needs of the body (Twigg, ).…”

Section: Introductionmentioning

confidence: 99%

Achieving pay equity: Strategic mobilization for substantive equality in Aotearoa New Zealand

McGregor

Davies

2018

Gender Work & Organization

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In an unprecedented move the New Zealand Government in 2017 announced a $2 billion pay equity settlement for 55,000 healthcare workers in aged and disability residential care and home and community support services. The settlement reversed the Government's previous austerity stance that pay equity for carers was too expensive, and that pay parity in the sector was out of the question. The political concession followed five years of intensive equal pay feminist activism. While pay equity settlements overseas have generally used either legal opportunity structures or government intervention, this article argues it was the combination of complementary and intersecting elements of mobilization that led to the negotiated settlement. These elements include a statutory human rights inquiry; legal opportunity; civil society coalition building; increased women's voice; and a government‐led negotiated settlement. The novel theoretical contribution of this article is its empirical support for the concept of substantive equality.

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Hopes Dashed?: The Economics of Gender Inequality

Cited by 4 publications

References 0 publications

Unmasking the politics of policy‐driven change (or not) for gender diversity

Unmasking the politics of policy‐driven change (or not) for gender diversity

The revival and refashioning of gender pay equity in New Zealand

Achieving pay equity: Strategic mobilization for substantive equality in Aotearoa New Zealand

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