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Naturally, it is also necessary to take into consideration socio-cultural norms and traditions that also affect dramatically the skills deficit of women. However, in the respect to these problems the similar trend may be traced as concerning educational qualifications. To put it more precisely, women of the younger generation are less susceptible to the impact of socio-cultural norms that used to define the life of women over 40.

Nonetheless, it should be said that the problem of the skills deficit is real and it still persists. This is why the skills deficit influences the general statistics and widens the gap between men and women in their competitive struggle in the labour market and deteriorates their employee relations. however, the recent trends are rather positive and leave the room for the real possibility to change the situation for better and make the position of women equal to that of men due to the equal access to educational qualifications and positive socio-cultural changes based on principles of the gender (and actually not only gender) tolerance and equality.

b.Occupational segregation

Another cause of the existing gap between men and women in the labour market and that creates numerous problems in employee relations is the occupational segregation. In fact, the essence of this problem is rather historical and to a significant extent predetermined by the past trends in the labour market and employee relations. Basically, there is a pronounced concentration of women and men in different occupations, with “women overrepresented in lower paid occupations” (Walby and Olsen 229).

This is actually the essence of the occupational segregation. In practice, the occupational segregation in part involves a form of labour market rigidity that prevents the allocations of the most appropriate worker to any give job slot. On the other hand it may be a failure of the market to allocate people to their most productive location and the occupational segregation turns to be supplanted by this objective and purely economic factor that has little relation to gender.

In such a way, it should be said that the occupational segregation is quite an important factor that contributes to the deterioration of the position of women in the labour market and brings in inequality in employee relations of men and women. Moreover, even though there may be some other objective causes that prevent people both men and women from allocation of the most appropriate job slot, but they do not totally eliminate the problem of the occupational segregation which persists and may increase the negative impact of other causes on the deprived and unequal position of women in the labour market and employee relations.

c.Discrimination

Discrimination is also a very important factor that may be viewed as one of the causes of the currently existing gap in the pay and productivity of men and women which equally affects their position in the labour market and employee relations. To a certain extent, discrimination is similar to the occupational segregations because it prevents the best allocation of workers to job. In such a situation, women turns to be more d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。