摘要:nowadays the labour and traditional views on this process start to change, not in the last turn due to the increasing role of knowledge and information.
onal segregation is associated with 13% of the gap, including comparing a situation of no occupational segregation with the current level of segregation. However, what is the most remarkable is just being female associated with 29% of the gap.
Furthermore, the difference in the length of women’s full-time work experience (10,9 years), and that of men (18,2years), is associated with 26% of the gap. The greater interruptions to the employment due to the family care by women as compared with men were associated with 15% of the gap. The extent to which women are more likely than men to work part-time, 4,4 years, rather than 0,3 years, is associated with 12% of the gap.
3.Basic causes of differences in the position of men and women in the labour market and employee relations
Obviously, the substantial gap in the position of men and women must have some causes which actually engender the inequality of employee relations between men and women and it is very important to find out these causes and thoroughly analyze them. Otherwise, it will be practically impossible to trace the trends that will define the future development of the labour market and employee relations, neither it will be possible to find possible solutions to minimize or even totally eliminate this gap.
a.Skills deficit
Specialists (Allen) emphasize that one of the major reasons for the significant gap between men and women in the labour market, which affects their level of payment and productivity, is the skills deficit. However, this problem is not as simple as it might seem to be at first glance because it is not just a lack of certain skill which women do not possess but it is the problem of the systematic deprivation of women of a possibility to acquire essential skills and develop respective abilities to be really competitive compared with men.
First of all, it is necessary to underline that the root of this problem is not in the employees or employers but rather in the system of education at large, traditional cultural values and stereotypes, socially dogmatized behaviour, and others. Practically, it means that one of the major problems that results in the lack of skills of women employees is poor education of women, though it does not mean that they receive no education or their education is poor at large scale but still they have less opportunities than men, especially when they choose the future profession. For instance, women on average “have fewer educational qualifications than men” (Walby and Olsen 155).
As a result, women cannot simply enter traditionally male qualifications because of the lack of education. However, it should be said that nowadays young women have eliminated this problem but they cannot fully closed this gap because there are women at an average age. Not surprisingly that at the present moment the average women is less qualified than an average man.
Some researches (Allen) revealed the fact that in order to raise the average employed woman to the educational level of the average man, she would need the equivalent of 0,3 years of education. However, it is necessary to underline that this problem does not affect all women. In fact, the gender gap in educational qualifications is concentrated among those women who are over 40, and those who are employed part-time or not at all, while for younger women the gap is getting closer as it has been jus
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