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rized by a substantial gap between men and women that may be clearly observed in the pay and productivity gap (see Table 1). In this respect, it should be pointed out that, according to the recent research (Walby and Olsen) in the UK, statistical data analysis found that the pay and productivity gap practically in all issues discussed was in favour of men that reveals the fact that the position of women is worse than that of men.

To put it more precisely, the gender gap has been used as the most appropriate proxy available for the productivity gap per hour. The gap between women’s and men’s education is associated with 6% of the gap. Occupational 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 qualificati本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。