The purpose of this project was to analyse to what extent gender equality has been
achieved, which barriers still exist in female employment and to evaluate opportunities
for women in the UK in comparison to those in Germany. The author reviewed a wide
array of sources, such as studies, laws and articles, but the main analysis was done on
the basis of extensive data that has been collected by the OECD and the World
Economic Forum. Based on those findings, gender gaps concerning labour force
participation, occupational sectors and types of work as well as wages and pensions
were identified for both countries. More specifically this paper provides information on
the main barriers for women in employment, the most important of which are maledominated
corporate cultures and discrimination. Especially mothers experience
barriers, like the lack of affordable childcare, insufficient flexible working options, or the
fact that people who use those are disadvantaged as well as unequal contribution of
unpaid work and childcare, despite laws that allow fathers to participate more in family
life. During the whole project, the applicability of theories such as the ‘Glass Ceiling’,
the ‘Sticky Floor’ or the ‘Opt-Out Revolution’ has been tested in order to identify
reasons for inequality. Furthermore, measures which have already been taken against
the existing barriers were described, and some that could be taken in the future were
suggested. Differences between conditions for women in Germany and the UK have
been analysed, compared and evaluated, with the result that the UK offers slightly
better chances, but both countries achieve quite different results in particular
categories. Depending on which aspects a woman puts emphasis on, this thesis can
help to decide which country is best to live and raise a family in.
Table of Contents
I. STUDENT DECLARATION
II. ABSTRACT
III. TABLE OF CONTENTS
IV. LIST OF FIGURES
1. INTRODUCTION
1.1 Background
1.2 Aims, Research Question and Objectives
1.3 Scope
2. LITERATURE REVIEW
2.1 History
2.2 Law
2.2.1 Equal Pay Act and Sex Discrimination Act.
2.2.2 Parental Leave and Parents Money
2.3 Equality
2.4 Politics
2.5 Human Resources
2.5.1 The 'Glass Ceiling’.
2.5.2 The 'LeakyPipeline'.
2.5.3 The 'StickyFloor'
2.5.4 The 'Opt-OutRevolution'.
2.5.5 'Work-Life Balance’and 'Work-Life Conflict’.
2.5.6 The 'Maternal Wall'
3. METHODOLOGY
3.1 Research Families
3.1.1 Primary andSecondaryData
3.1.2 Qualitative and Quantitative Data
3.2 Key Concepts
3.2.1 Validity
3.2.2 Generalisability
3.2.3 Reliability
3.2.4 Triangulation
3.3 Ethical Principles
4. PRESENTATION OF FINDINGS
4.1 Main Sources Used For This Dissertation
4.2 Equality in Employment - Gender Gaps in Germany andthe UK
4.2.1 EconomicParticipation and Opportunity
4.2.1.1 Labour Force Participation
4.2.1.2 Wage Gap
4.2.1.3 Pensions Gap
4.2.1.4 Occupational Segregation
4.2.2 Differences in Types ofWork
4.2.2.1 Women in Management and on Boards
4.2.2.2 Part-time Work and Unpaid Work
4.3 Legal and non-legal constraints/barriers
4.3.1 Corporate Culture and EmployerPolicies
4.3.2 Motherhood and the Re-Entry into Employment
4.3.3 Work-Life Conflict and Childcare
4.3.4 (Lack of] Flexible Work Solutions
4.4 Legal and Non-Legal Provisions for Women
4.4.1 Reducing OccupationalSegregation
4.4.2 Changing Corporate Cultures & Reducing Stereotyping
4.4.3 Introduction ofQuotas.
4.4.4 Introduction ofParental Leave and Parents Money
4.4.5 Creating Awareness
4.4.6 Childcare & Flexible Working Arrangements
4.4.7 Measures against Pay Discrimination
5. CONCLUSION
5.1 Why has Gender Equality not been achieved?
5.2 Which Country offers more Gender Equality and Hence Better Opportunities for Women?
5.3 How Will Gender Equality Develop in the Future?
V. BIBLIOGRAPHY
- Quote paper
- Rieke Hinrichs (Author), 2013, A Comparison of Job Opportunities for Women in Germany and the UK, Munich, GRIN Verlag, https://www.grin.com/document/274677
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