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ons 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 just mentioned above. As a result, the significant part of the skills deficit is caused by this gendered qualifications gap among the specific group of women named above.

Thus, at first glance, according to the theory of human capital, knowledge, becoming one of the defining factors in the modern labour market, should provide equal opportunities for both men and women to benefit from their human capital and establish equal employee relations. In fact, this exactly what the harkim theory implies. To put it more precisely, according to this theory the balance is essential in employee relations since it will contribute to the improvement of the position of employees through equal pay for the same labour, for instance, and, consequently, it will lead to higher productivity and efficiency of work. However, the reality is quite different from this ideal assumption and actually reveals certain to idealism in the harkim theory that undermines, to a certain extent, its plausibility and reliability.

Basically, the current situation in the labour market and employee relations is still characterized 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 relati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。