Dáil Éireann debate -
Tuesday, 2 Dec 1997

Vol. 483 No. 6

Written Answers. - Gender Equality.

Thomas P. Broughan

Question:

103 Mr. Broughan asked the Minister for Justice, Equality and Law Reform the proposals, if any, he has to narrow the gender pay gap especially in manufacturing industry in view of the fact that Ireland and the United Kingdom have the widest such gap in the EU; and if he will make a statement on the matter. [18355/97]

Minister for Justice, Equality and Law Reform (Mr. O'Donoghue)

Figures issued by the CSO in September of this year indicate that the pay differential between the earnings of male and female industrial workers in the manufacturing sector in this country is decreasing. In 1971 women's hourly pay was 56 per cent that of men.

By 1996 it was 74 per cent that of men. This rate of progress highlights a still unacceptable differential between the earnings of men and women in manufacturing. It should be borne in mind, however, that focusing on the manufacturing sector fails to illustrate the broader labour market experience particularly in the services sector where most women workers are employed and where there is evidence that the situation with regard to the male/female pay differential is markedly better.

In 1994, the ESRI published a report which was commissioned by the former Department of Equality and Law Reform and the Employment Equality Agency, on the question of the male/female wage differential. That study showed a 20 per cent differential between the earnings of men and women. The study concluded that approximately half of this differential could be related to the shorter length of experience of women in employment.

Under the Partnership 2000 Agreement, my Department has agreed to commission an updated study of pay differentials. It is intended to consult with ICTU, IBEC and the relevant Government Departments to agree appropriate terms of reference for the new study.

The Employment Equality Bill, 1997 which was published yesterday, provides for equal pay for work of equal value as between men and women in employment and represents an advance on existing legislation. Under section 19 of the Bill, a person may use as a comparator another person who is employed by the employer, or by an associated employer, at any time within three years preceding or following the alleged discrimination. In addition, indirect pay discrimination has been codified and the requirement that the pay comparator should be employed in the same place as the person alleging discrimination has been removed. These advances contribute in some measure to the further narrowing of the pay differential between men and women.