Table of Contents

Gender Divisions and Working Time in the New Economy

Gender Divisions and Working Time in the New Economy

Changing Patterns of Work, Care and Public Policy in Europe and North America

Globalization and Welfare series

Edited by Diane Perrons, Colette Fagan, Linda McDowell, Kath Ray and Kevin Ward

Contemporary societies are characterised by new and more flexible working patterns, new family structures and widening social divisions. This book explores how these macro-level changes affect the micro organisation of daily life, with reference to working patterns and gender divisions in Northern and Western Europe and the United States.

Chapter 15: Equal Opportunity and Unwarranted Pay Differences. A Case Study of Gender-Related Pay Differences in a Knowledge-based Society

Lena Gonäs, Ann Bergman and Kerstin Rosenberg

Subjects: development studies, family and gender policy, economics and finance, labour economics, geography, human geography, social policy and sociology, comparative social policy, economics of social policy, family and gender policy, labour policy


15. Equal opportunity and unwarranted pay differences: a case study of gender-related pay differences in a knowledge-based society Lena Gonäs, Ann Bergman and Kerstin Rosenberg INTRODUCTION This chapter focuses on gender-related pay differences, and on the legal and institutional framework for equal opportunity that has been developed in Sweden. In connection with yearly pay reviews, Swedish employers are required by law to analyse the pay of men and women, and to identify unwarranted differences. The empirical data on which this chapter is based are from a study of unwarranted pay differences at Karlstad University, one of several new universities in Sweden. The methodology included multivariate statistical analysis, a job evaluation, and a qualitative analysis of individual work and pay histories. The concluding section of this chapter discusses the results of the study in relation to strategies for reducing gender-related pay gaps. HISTORICAL BACKGROUND The Swedish system of labour relations was based on collective agreements negotiated within a loose legislative framework. What came to be known as the ‘Swedish model’ consisted of high-level negotiations and agreements between the two main parties, business and labour, based on their common interest in a peaceful labour market and the benefits of economic growth (Meidner, 1994). Both parties had an interest in avoiding the involvement of government and legislature in setting wages and salaries or specifying working conditions. But this arrangement began to change in the 1970s, with the passing of the 241 242 Equality policies in the new economy Employment Security and Co-determination...

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