The Work of Feminists is Not Yet Done: The Gender Pay Gap—a Stubborn Anachronism

Tharenou, Phyllis

doi:10.1007/s11199-012-0221-8

Cited by 28 publications

(18 citation statements)

References 39 publications

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“…While it is beyond the scope of this article to provide an in-depth analysis of the income or pay gap, it is worth noting that the debate among researchers is not whether such a gap exists, but the extent of the gap and factors other than gender that can account for the gap [55][56][57][58][59][60]. Moreover, the gap appears to persist when intersectionality is considered.…”

Section: Discussionmentioning

confidence: 99%

Disabilities and Livelihoods: Rethinking a Conceptual Framework

Stienstra

Lee

2019

Societies

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Livelihoods, or the means to secure the necessities of life, shape how we live as individuals, families and communities, and our sense of well-being. While discussions of livelihoods have influenced academic discussions and government actions in international development over the past 25 years, few have discussed the implications of a livelihoods approach for people with disabilities in the context of global Northern societies. This paper argues that by using a livelihoods approach, we can recognize the multiple and, at times, conflicting ways that people with disabilities sustain themselves and secure the necessities of life. A livelihoods approach recognizes the agency of individuals, including those with disabilities, in the context of their relationships in households, families and communities, while also identifying the systemic barriers, inequalities and opportunities that shape livelihood choices. Using this approach, we argue, will enable a better understanding of how people with disabilities both survive and thrive, the diverse livelihood choices they make and the implications these choices have for policy decisions.

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Section: Discussionmentioning

confidence: 99%

Disabilities and Livelihoods: Rethinking a Conceptual Framework

Stienstra

Lee

2019

Societies

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“…Women with potential for motherhood suffer detriment (Lips ), but it is becoming a mother, rather than gender per se , that creates most disadvantage; much of the gender pay gap is a motherhood penalty (Budig et al . ; Tharenou ).…”

Section: Theoretical Review Frameworkmentioning

confidence: 99%

Maternity Management in SMEs: A Transdisciplinary Review and Research Agenda

Stumbitz

Lewis

Rouse

2017

Int J Management Reviews

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This paper provides a transdisciplinary critical review of the literature on maternity management in small and medium-sized enterprises (SMEs), embedded within the wider literatures on maternity in the workplace. The key objectives are to describe what is known about the relations that shape maternity management in smaller workplaces and to identify research directions to enhance this knowledge. The review is guided by theory of organizational gendering and small business management, conceptualizing adaptions to maternity as a process of mutual adjustment and dynamic capability within smaller firms' informally negotiated order, resource endowments and wider labour and product/service markets. A context-sensitive lens is also applied. The review highlights the complex range of processes involved in SME maternity management and identifies major research gaps in relation to pregnancy, maternity leave and the return to work (family-friendly working and breastfeeding) in these contexts. This blind spot is surprising, as SMEs employ the majority of women worldwide. A detailed agenda for future research is outlined, building on the gaps identified by the review and founded on renewed theoretical direction.

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“…As several authors have suggested, however, discrimination also influences the explained factors of the gender pay gap (Lips, 2013a andTharenou, 2013;Petreski and Mojsoska-Blazevski, 2015). For example, the work experience of women and men may differ given that women are more likely to work reduced hours, adopt flexible work arrangements or take career breaks to attend to family responsibilities (ibid.).…”

Section: A Ssessing the Gender Wage Gapmentioning

confidence: 99%

“…The survey also found that 21.8 per cent of employees with full-time regular contracts suffered from similar mistreatment. The number of maternity harassment complaints has risen by 18 per cent since 2009, in parallel with the increase of the number of women who return to work after maternity leave (McCurry, 2015).As several authors have suggested, however, discrimination also influences the explained factors of the gender pay gap (Lips, 2013a andTharenou, 2013;Petreski and Mojsoska-Blazevski, 2015). For example, the work experience of women and men may differ given that women are more likely to work reduced hours, adopt flexible work arrangements or take career breaks to attend to family responsibilities (ibid.).…”

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confidence: 99%

Effort Years and Underperformance : The Intersection of Employment, Social Protection, and Gender in South Korea

O’Malley¹

2017

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International Labour Office women workers / equal rights / labour force participation / unemployment / hours of work / labour market segmentation / wage differential / gender equality / sex discrimination / unpaid work / social protection / family responsibilities / trend / developed countries / developing countries 14.02.2 ILO Cataloguing in Publication DataThe designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers.The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them.Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval.ILO publications and digital products can be obtained through major booksellers and digital distribution platforms, or ordered directly from ilo@turpin-distribution.com. For more information, visit our website: www.ilo.org/publns or contact ilopubs@ilo.org. II. Labour force participation rates 6A. Narrowing of labour force participation gaps in most regions 6 B. W idening participation gaps in Eastern and Southern Asia 7 III. Employment-to-population ratios 8A. Higher employment-to-population ratios for men 8 B. I ncreased share of women employees 8 C. Disproportionate share of women in contributing family work 10 D. Higher proportion of women in informal employment 11 IV. Unemployment rates 12A. Persistent gender gaps in unemployment rates 12B. Higher levels of unemployment among young women 14 V. W orking time for pay or profit and unpaid work 17A VII. Gender wage gap 28A. Substantial gender wage gap but signs of moderate reduction 28B. E conomic growth alone will not ensure a gender equitable distribution of the gains 28 VIII. Gender gaps in access to social protection 30A. Gender inequities in pensions 30B. C overage gaps in maternity protection 35 Conclusion 35Part Two. Gender gaps in the quality of work I. Sectoral and occupational segregation 39A. Causes of sex segregation at work 39 B. G ender gaps in entrepreneurship 40C. Gender gaps in women's representation in decision-making and leadership positions 41 D. Tackling the root causes of sectoral and occupational segregation 42 1. Encouraging young girls and boys to break gender stereotypes through education and outreach 42 2. Offering training to women and men to enter into non-stereotypical fields 43 3. Promoting women's entrepreneurship 44 4. Supporting women's participation and leadership in decision-making 45 II. G ender wage gaps 48A F. Addressing...

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The Work of Feminists is Not Yet Done: The Gender Pay Gap—a Stubborn Anachronism

Cited by 28 publications

References 39 publications

Disabilities and Livelihoods: Rethinking a Conceptual Framework

Disabilities and Livelihoods: Rethinking a Conceptual Framework

Maternity Management in SMEs: A Transdisciplinary Review and Research Agenda

Effort Years and Underperformance : The Intersection of Employment, Social Protection, and Gender in South Korea

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