Comments on: Equal pay audits & the equality bill

By: Mike

Mike — Sun, 06 Dec 2009 12:01:16 +0000

If you think about the logic of the second complaint by the IOD – that it will lead to pay rises in a recession, then this is an admission that they accept employers are currently breaking the law. An equal pay audit will not lead to any change in an organisation’s pay bill unless their pay systems are discriminatory (i.e. they are in breach of the Equal Pay Act).

The additional benefit of mandatory reporting of the gender pay gap is that even if it shows the pay gap is the result of occupational segregation rather than discrimination, it may lead them to look at their promotion structures which might, for example, reward a long hours culture. It might also highlight that organisations are not making the best use of their human capital with women clustered in lower paid roles.

By: Kate Craig-Wood

Kate Craig-Wood — Sun, 24 May 2009 22:12:59 +0000

As I stated; I am one of the very few people that can categorically state that women are more likely to act in the interests of a group than men because of hormonal influences. Obviously it does not apply to all equally; I am speaking in general terms and there are undoubtedly many selfless men and many selfish women. However, the set of otherwise-healthy trans-women I know (myself included) became more altruistic after losing testosterone!

By: Stephen Gillanders

Stephen Gillanders — Sun, 24 May 2009 01:01:16 +0000

Your sweeping generalisation is the most enlightening element of this piece and is a fallacy.

Women are as likely to act in their own self-interest as men. Women are as likely to act in the interests of a group of which they consider themselves to be a part of as men are.

The equality bill should not be about rewarding a “feminine mentality” or women as a cohort.

Positive discrimination is discrimination.