Discrimination is not a significant cause of differences in pay between men and women according to new research released by the Institute of Economic Affairs today.
The report Should We Mind the Gap?* written by Professor J. R. Shackleton** concludes that we should make far less of a song and dance about the gender pay gap.
The research raises serious doubts about the supposed benefits of equal pay and anti-discrimination legislation and argues they may well be counter-productive.
The pay gap is falling, likely to fall further and may go into reverse. But its interpretation and dynamics are poorly understood by policy-makers, let alone the general public.
The gaps in pay that do exist are principally explained by differences in working conditions and the values, preferences and choices of individual men and women, which are beyond the reach of government.
Among the reports findings are the following:
For 22-29 year old men and women, the median full-time pay gap is now less than 1 per cent
Womens mean part-time earnings are now higher than those of male part-timers
Pay gap comparisons between countries are much more favourable to the UK than is commonly understood
Men tend to work longer hours and put in more overtime, with twice as many male as female managers working more than 48 hours a week
Men have a greater chance than women of losing their jobs and of suffering serious injury at work
Men tend to seek higher pay and career success while more women seek job satisfaction
2/3rds of women plan to take a career break, while less than 1/8th of men do
Of top 25 ideal employers for women, 12 were in relatively low-paid public or voluntary sector, against only 4 for men
Proposals to introduce compulsory pay audits, to give greater subsidies to childcare, to use government procurement to support equal pay dr