Recent trends in pay equity: Beyond the aggregate statistics

The earnings gap between men and women has remained comparatively stable at an aggregate level over the 1990s in Australia. From one perspective, this is a reminder of the considerable difficulty of addressing wage differentials once the most overt forms of wage discrimination have been removed, and of the limited impact of most policy initiatives. From another, it may be seen as evidence that dire predictions about the effects of decentralisation on the earnings gap have failed to materialise. In this paper, I use Australian Bureau of Statistics data to show that a number of different trends are evident underneath the relatively static picture shown by the aggregate statistics, particularly as wage dispersion has increased. The data suggest not only that the prospects for pay equity are far from benign, but also that in the current labour market the issue of gender pay inequality cannot be effectively addressed separately from wage inequality more generally.

Equity in regional service provision

Most transportation agencies stipulate that an important planning goal is to provide equitable and just public transport services. However, who is to be served and the type of service that should be provided has been ambiguous. This paper develops a methodology for examining equity in the provision of public transportation services. An approach for identifying areas in need of public transport is developed based upon the use of socio-demographic and economic information. Public transport need is then related to levels of access to service. This approach makes it possible to establish the degree to which public transport services may be considered equitable in relation to need and suitable access. A detailed analysis of the southeast Queensland region of Australia illustrates how this approach may be used to inform public transport decision making.

Masculine, feminine or neutral? In-company equal opportunities policies in Irish and French MNC retailing

Several problematic aspects of women's paid employment - e.g. low pay and lack of promotional opportunities - are exacerbated by the segregation of women and men into different occupations. In this article, the potential of in-store equal opportunities policies to break down such gender segregation will be explored, through consideration of the existence and implementation of these policies in twenty-two multinational retail companies in Dublin and Paris. It will be argued that, with one notable exception, the instore equal opportunities policies are effectively neutralized, and furthermore are neutralized in nationally specific ways which can be related to differences between France and Ireland in the organization of labour-market regulation and in women's labour-force participation (LFP). The case-study findings also suggest that the 'country' variable has a stronger effect on the existence and implementation of these policies than the extent of a shop's links to an overseas headquarters. The findings of this study have implications for both the equity of women's incorporation into the paid labour force and understanding of aspects of HRM in branches of multinational companies.