Flexible working and the gender pay gap in the accountancy profession.

Work Employment & Society (Impact Factor: 1.24). 01/2004; 18:115-135.. DOI: 10.1177/0950017004040765

ABSTRACT The relationship between flexible working arrangements and the gender pay gap
is explored in this article, based on a study of flexible working arrangements
among Chartered Accountants in Britain. Individual interviews with 50 participants
provided details on working patterns, flexibility policies and practices, and experiences
of flexible working.The article considers whether gender-neutral discourses
of flexible working succeed in encouraging more men and non-parents to use
flexible working arrangements, thereby potentially reducing the gender pay gap.
The study highlighted gendered patterns of take-up of flexible working.Women
who worked flexibly or part time typically did so to combine working with caring
commitments, in ways that damaged their career prospects. In contrast, men typically
deferred working flexibly to a later stage when their career had progressed
further. There was therefore a clear impact on current and future salary for
women taking up flexible working arrangements, which was not equivalent for the
men who did so. In this context, the promotion of flexible working arrangements
is reinforcing the gender pay gap.

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    ABSTRACT: Two interrelated aspects of the debate on the nature of labour supply chain in hotel industry form the focus of this research paper. First, the notion of a shift to some forms of human resources recruitment strategies which seeks to use agency staff as a means of generating economical benefits - as opposed to conventional permanent staffing; and second, the paramount importance of using distancing flexibility through effective agency utilisation with the consequence of controlling labour costs, satisfying firm's demand for labour, and to respond to possible fluctuations in manpower needs. To this end, the research advocates the use of qualitative methodology in the form of semi-structured and in-depth interviews with hotel housekeeping managers, their partner agency managers, and their flexible workers. Based upon the interviewees' responses and other documentary sources, we find, among others, that pursuing labour flexibility appears to be inevitable in hotel industry; that the three-tier flexible firm model (i.e. Atkinson, 1984) does not provide a full account of supply chain relationship between hotels and the employment agencies; and that employees are being relatively treated as a 'cost' - as opposed to a 'resource' (see Slack et al., 2004). To conclude, the research evidence is used, combined with previous literature, to discuss the implications of these results for broader debates on the utilisation of flexible workers in the supply chain relationship between the client hotels and their partner agencies. Keywords Employment Agencies; Labour Flexibility; Hotel sector / Housekeeping; Labour Supply Chain Management.
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    ABSTRACT: This article explores the process of gliding segregation in two Danish workplaces. We address the questions of how and why women and men at the same workplace, with the same levels of education, often end up doing different work tasks. Drawing on a gendered organization perspective and sense of entitlement theory we illustrate the processes whereby structural and cultural expectations place women in predictable and routine work, and men in more developmental work. We also show that the level of education makes a difference to women's sense of entitlement to developmental work, but that the discourse of family friendliness disadvantages women in the allocation of interesting and valued work tasks. The findings illustrate the resilience of gendered work practices and the importance of focusing on workplace interactions to explain this.
    Gender Work and Organization 12/2009; 18(s1):e202 - e221. · 1.21 Impact Factor
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    ABSTRACT: Acknowledgements: Thanks go to Christine Wright and Olivia van Vugt for their assistance with interviewing.


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May 22, 2014