Equality long way off

Press, Volume CXII, Issue 32851, 26 February 1972, Page 7

Equality long way off

From 1961 to 1966, Im more women joined I the British work force. By 1966, of the total 24.2 m, 8.6 m were women (workers or 35 per cent |(27.3 per cent in New Zealand). How does their pay compare with that of men? The answer: not very favourably.

The Equal Pay Act comes into operation in 1975. There are only three years to go. Indeed, the Minister of Employment has power to issue an order by the end of 1973 compelling employers to pay women not less than 90 per cent of comparable men’s rates. It is true that, in terms of minimum pay, women have made progress since 1969, but there is still a large measure of inequality.

Figures produced by the Department of Employment show that at present the position of women’s pay as a percentage of the male rate for the same job is roughly as follows: for minimum rates, about 12 per cent of women workers in industry have achieved between 95-100 per cent of men’s pay; 2 per cent between 90 and 95; 15 per cent between 85 and 90; 65 per cent between 75 and 85; and the remaining 6 per cent between 55 and 75. In respect of minimum rates, therefore, a good deal must happen in 1975. EVASIONS But there are other aspects of women’s employment which are extremely important in relation to their pay packet. Although minimum pay rates may be achieved, male workers may end up with larger pay packets because all kinds of evasions can be practised by employers to achieve this result.

Women may be held on the lowest rungs of the promotion ladder by reserving advanced training courses for men or low-paid jobs for women (e.g. shop assistants); or employers can give men night work or overtime for which higher rates are paid; special pay for long unbroken service or for particular jobs (which may be dirty jobs), or they can employ women in women-

only occupations such as clerical work, which needs small skills or little training. So that although jobevaluation exercises—which are supposed to lead to equal pay for work of equal value—may be undertaken with all seriousness, evasions of these kinds may defeat the job evaluators. The formula equal pay for work of equal value was adopted by the International Labour Organisation by Convention 100 in 1951, and

ratified by Britain in 1970— but Britain has not yet ratified Convention 111, which makes it illegal to discriminate against women in employment. MEN-ONLY JOBS Now, not only are there women-only jobs — traditionally, clerical or packing or cleaning—but there are men-only jobs, which, unlike the women-only jobs, are in the higher ranges of pay. A survey conducted recently by the Industrial Relations Review and Report of 44 firms (eight food, drink, and tobacco; nine insurance and banking; three chemicals; 14 engineering; two paper; four public sector; four miscellaneous) showed that almost 75 per cent of the firms have jobs closed to women. The general attitude adopted in this situation is reflected in a conversation in the television film, “The Strange World of Planet X” —Dr Laird, I have to tell you that your new assistant is a woman.” “A woman? But it’s preposterous—this is highly skilled work.” But there are other aspects. The Manchester University careers and appointments service publishes “Clearing House Vacancy Lists” advertising hundreds of posts. Many specify men only. Arguments against the employment of women include the following:

(1.) Women, on medical advice, cannot be used for heavy lifts necessary, say, in stock handling. (Lifting machinery has apparently never been heard of.) (2.) Wastage is incurred in training because women do not stay with the company. (No figures are given for men leaving the company). (3.) Jobs involve dealing with male members of staff at shop-floor or management level. (It Would appear that women are not successful at dealing with men).

(4.) Mixing the sexes in the sales force produces stresses and problems. (Again, it is assumed that women cannot deal with men.) THE PROFESSIONS

Universities advertising posts do not specify men only but they more often appoint men in preference to women—and they do not bother to give explanations. As in New Zealand, men predominate in the professions, outside teaching and nursing. Not only is there discrimination with respect to pay and jobs open to women. In fringe benefits, women lag far behind men. Paula Lanning, a leading authority on equal pay, found (as reported in the “Sunday Times” on November 21 last) that more than 50 per cent of female manual workers are still not covered by sick-pay schemes and only 25 per cent are covered by occupational pay schemes. It is common in many companies to give smaller benefits for years of service to women than to men, who may get three times as much as female employees.

The Trade Union Council Is now engaged in a major study of the problems of equal pay. But to date, the trade unions have not shown much support for the principle and, furthermore, nave appointed few women as full-time officials. Thus, the Tailors’ and Garment Workers’ Union with 85.5 per cent female membership has 48 full-time officials of whom only nine are women. The C.P.S.A. (Civil Service) with 66 per cent female membership has 17 full-time officials, one of whom is a woman. WOMEN’S APATHY

As in New Zealand not only male hostility but female apathy must be overcome. Women organisers in the British trade-union movement find it difficult to get women to fight for their own cause. They appear resigned to their inferior status. Perhaps, as the Women’s Lib, movement in the United States suggests, they have been conditioned from childhood by reading children’s books which have not encouraged them to realise their full personalities, free of traditionally imposed limitations. There is, finally, female hostility to women attempting to improve women’s lot. Here, as elsewhere, some women reach for their, guns when Women’s Lib, is mentioned.

Dr Muriel Lloyd Prichard, the author of this article, was assistant professor of political economy at the University of Auckland before leaving for Scotland last year.