Selling the Case for Gender Equality: Deregulation and Equality Bargaining

Colling, Trevor; Dickens, Linda

doi:10.1111/1467-8543.00099

Cited by 93 publications

(115 citation statements)

References 14 publications

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“…The ruling in the Allen case has implications for the concept of equality bargaining (Colling andDickens, 1989, 1998;Heery, 2006) as it reinforced the legal position that gender pay equality, once uncovered, is non-negotiable. In doing so the ruling made bargained outcomes on equal pay risky for UK trade unions, perhaps forcing them down a legal route.…”

Section: Paradise Lost?mentioning

confidence: 99%

Trade unions, equal pay and the law in the UK

Conley

2013

Economic and Industrial Democracy

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Trade unions in the UK have traditionally followed a voluntarist strategy that has preferred collective bargaining and avoided the use of the law wherever possible. The exception to this has been in relation to the pursuit of equal pay between women and men. This article examines this apparent contradiction by examining the ways in which British trade unions have used the equality legislation in the past to secure equal pay through the courts. The article further considers recent legislative changes that, by adopting a reflexive approach, appeared to open up ways for equality bargaining to take place. Unfortunately the conclusion is not a positive one as political conservatism in relation to equality and judicial animosity towards trade unions have secured the status quo, ironically forcing trade unions to continue to use adversarial legal methods to pursue equal pay.

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Section: Paradise Lost?mentioning

confidence: 99%

Trade unions, equal pay and the law in the UK

Conley

2013

Economic and Industrial Democracy

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“…Furthermore, they have acted as additional articulating mechanisms that assist in linking the local and regional levels with national activities. They have, not however, elevated the status of issues of specific concern to women during bargaining (Cyba and Papouschek 1996;Colling and Dickens 1998). Nor have they prevented large numbers of women from leaving unions and citing the inadequacy of union organization as being their prime reason (Waddington and Kerr 1999).…”

Section: Revitalization and National Union Structurementioning

confidence: 99%

How Does Restructuring Contribute to Union Revitalization?

Behrens¹,

Hurd²,

Hamann³

2004

Varieties of Unionism

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Abstract[Excerpt] As we look cross-nationally at labour movement revitalization, we see a complex process of change that varies depending on the socio-political/economic context. Although we observe a diverse set of union strategies and outcomes, we find that structural adjustment is a common element of revitalization efforts. The mere presence of restructuring does not, of course, assure positive results. In this chapter we define various forms of restructuring, outline factors that shape and promote restructuring, and discuss the likelihood that restructuring leads to union revitalization by using examples from our cross-country comparison. M a r t i n B e h r e n s W i r t s c h a f t s -u n d -S o z i a l w i s s e n s c h a f t l i c h e s I n s t i t u t R i c h a r d H u r d C o r n e l l U n i v e r s i t yJ e r e m y W a d d i n g t o n U n i v e r s i t y o f M a n c h e s t e r I n s t i t u t e

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“…3. This in no way diminishes the importance of collective bargaining for gender equality, as evidenced by the fact that women who are represented by a union enjoy better terms and conditions than those who are not (Booth 1995;Colling and Dickens 1998: 393±4). 4.…”

Section: Final Version Accepted 22 December 1999mentioning

confidence: 99%

Feminism Facing Industrial Relations in Britain

Wajcman

2000

Brit J Industrial Rel

128

105

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This is an opportune time to renegotiate the boundaries between industrial relations theory and feminist analysis in Britain. Such a bargain would involve going beyond an agreement to add 'women's issues' to the research agenda, to a recognition of the gendered character of employment relations and of work itself. The formal institutions involved, namely, management, trade unions and the state, cannot be treated as gender-neutral. Further, the very way industrial relations scholars define what is 'inside' the industrial relations system and what is 'outside' reflects masculine priorities and privilege. Copyright Blackwell Publishers Ltd/London School of Economics 2000.

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Selling the Case for Gender Equality: Deregulation and Equality Bargaining

Cited by 93 publications

References 14 publications

Trade unions, equal pay and the law in the UK

Trade unions, equal pay and the law in the UK

How Does Restructuring Contribute to Union Revitalization?

Feminism Facing Industrial Relations in Britain

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