MIND THE PAY GAP

RMT helpline 0800 376 3706 :: june 2014 :: RMTnews 25 For around forty years, it has been illegal in the UK for employers to pay men and women different rates of pay for doing work of ‘equal value’. It is illegal in many other countries too. This has been an important step forward, and put a stop to some blatantly discriminatory pay rates, including in the transport industries. But four decades later, women are still paid significantly less than men are. Why? The Gender Pay Gap The difference between men’s and women’s earnings is called the gender pay gap. It can be measured in various ways: for example, hourly, monthly or annual pay; gross or net; including or excluding bonuses, overtime and other extra payments. Across European Union countries, the gap between men’s and women’s average gross hourly earnings was 16.2 per cent in 2011. This is slightly narrower than the 17.6 per cent gap in 2007, but it should be shocking that such inequality still exists. The gender pay gap is gradually getting narrower, but not nearly fast enough. And part of the reason it is getting narrower is because men’s wages are going down due to the economic crisis. We want the pay gap to close through women’s wages (and everyone’s wages) rising, not men’s wages falling: levelling up not levelling down. What Causes the Gap? Around 10 per cent to 15 per cent of the gender pay gap is caused by straightforward discrimination. The rest is caused by: • unequal balance of work and family and lack of flexible working arrangements • the higher number of women in temporary, casual, part- time and low-paid work, with a lower number of women in higher-paid jobs • boys and girls being raised to expect to go into different types of jobs, with those stereotypically considered ‘women’s jobs’ generally paid less than those stereotypically considered ‘men’s jobs’ • the legal minimum wage not being high enough – the higher it is, the narrower the gap between men’s and women’s pay • the degree of overall pay inequality in society – the wider the gap between high- paid and low-paid, the wider the pay gap between men and women also tends to be. What the union can do? Where there is a recognised trade union – particularly a strong and effective one – there tends to less difference between men’s and women’s wages. Many trade unions across Europe have adopted strategies to fight for greater pay equality between women and men. RMT’s Executive has looked at these strategies and decided to adopt those which might prove effective. They include: • making sure that the union's pay claims address inequality, and assessing offers from employers to check their impact on the gender pay gap • opposing performance-related pay and reliance on overtime – statistics show that these widen the gender pay gap, and they also create division and disunity between workers • highlighting our demand for flat-rate pay increases (rather than a straightforward percentage rise which gives bigger monetary rises to people who are already better-paid) • campaigning for improved childcare provision and for shorter and less anti-social working hours Action outside the negotiations usually brings about greater progress inside them! Active campaigns and industrial action to win pay rises for low-paid, female-dominated work eg. contract cleaners, will not only benefit those workers but will also narrow the overall gender pay gap. Our union believes in better pay and in equality between the sexes. Raising our game in tackling the gender pay gap is an important way to pursue these goals. It will take place at Maritime House in Clapham on September 2 2014 from 1pm. The day will consist of workshops, guest speakers and networking opportunities with the aim of building contacts for women members in the region, supporting women that hold rep and women’s officer roles and planning future organising of women members in the region. A BBQ and refreshments will be provided. For more information, please contact Emily King, SERC women’s officer on 07876 441 690 or E.King@rmt.org.uk MIND THE PAY GAP Janine Booth asks why women are still paid less than men and what to do about it CALLING WOMEN IN THE SOUTH EAST South East Regional Council is organising a networking and education event for women members in the region