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The business case for equal opportunities: an econometric investigation
- Authors:
- RILEY Rebecca, METCALF Hilary, FORTH John
- Publisher:
- Great Britain. Department for Work and Pensions
- Publication year:
- 2008
- Pagination:
- 108p., bibliog.
- Place of publication:
- London
It has long been argued that equality of opportunity brings business benefits and that it is in employers' interests to implement Equal Opportunities policies and practices. This report presents new evidence on this issue. It maps out, conceptually, the relationship between business performance and Equal Opportunities policies and practices and evaluates the effects of a range of Equal Opportunities policies and practices on workplace productivity and profits. Family-friendly leave, homeworking, monitoring and reviewing practices are examined in addition to formal Equal Opportunities policies. The research found that, overall, it was unlikely that business benefits were large and widespread amongst the establishments who implement these. There was no evidence that Equal Opportunities policies and practices result in a net cost (or benefit) to employers in aggregate (ie on average). Given the likely wider social and economic benefits from equality of opportunity, the findings in this report may indicate market failure. This could be addressed by increased regulation, subsidies for the implementation of Equal Opportunities policies and practices or penalties for not implementing them. The study concluded that the relationship between Equal Opportunities policies and practices and business performance was complex and that analysis of the effects of these policies and practices on intermediate outcomes, such as employee commitment, would be useful.
Caste discrimination and harassment in Great Britain
- Authors:
- METCALF Hilary, ROLFE Heather
- Publisher:
- National Institute of Economic and Social Research
- Publication year:
- 2010
- Pagination:
- 114p., bibliog.
- Place of publication:
- London
The aim of this study was to assess the nature, extent and severity of caste prejudice, discrimination and harassment and the implications for government policy. It focused on discrimination and harassment as defined in the Equality Act 2010, and the definition of caste given in the Explanatory Notes to the Act. The study was based on a review of the literature, discussions with interested parties and experts, and qualitative interviews with people claiming to have experienced caste discrimination. The report provides an overview of caste in Britain, and presents general evidence and evidence on specific incidents relating to alleged discrimination and harassment in education, work, goods and services, and other activities. It discusses themes arising from the research, including the groups affected, whether caste is dying out in Britain, religion and caste, and the effects of alleged caste discrimination and harassment. It concludes with a discussion on the role of government policy in addressing caste discrimination and harassment.
Pay gaps across the equality strands: a review
- Author:
- METCALF Hilary
- Publisher:
- Equality and Human Rights Commission
- Publication year:
- 2009
- Pagination:
- 117p., bibliog.
- Place of publication:
- Manchester
A literature review, commissioned by the Equality and Human Rights Commission, to examine recent research evidence on pay gaps (defined as the percentage difference between women's and men's average pay as a percentage of men's pay) in the UK from 2000 onwards. A statistical analysis of pay gaps across the equality strands was also commissioned. It was found that division of labour in households and occupational concentration had major impacts on the gender pay gap. There was a lack of evidence on the effects of sexual orientation on pay but some suggestion that gay men and lesbians may earn more than heterosexual men and women. A substantial pay gap was found for most major ethnic minority groups which could not be explained by age, education, or foreign birth. An adverse religious pay gap was found for Muslim men and a beneficial pay gap for Jews. The estimated size of the disability pay gap varied greatly but there seemed to be a greater negative effect for males compared to females. Adverse pay gaps were reported for older, and especially younger, workers compared to prime age workers. Deficiencies in the data available to allow analysis of pay gaps across the equality pay strands are outlined.