性别薪酬差距--问题出在哪里?分析爱沙尼亚雇主、雇员和国家官员关于薪酬平等的论述

IF 3.9 1区 社会学 Q2 MANAGEMENT
Kadri Aavik, Pille Ubakivi-Hadachi, Maaris Raudsepp, Triin Roosalu
{"title":"性别薪酬差距--问题出在哪里?分析爱沙尼亚雇主、雇员和国家官员关于薪酬平等的论述","authors":"Kadri Aavik,&nbsp;Pille Ubakivi-Hadachi,&nbsp;Maaris Raudsepp,&nbsp;Triin Roosalu","doi":"10.1111/gwao.13061","DOIUrl":null,"url":null,"abstract":"<p>The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG.</p>","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"31 1","pages":"171-191"},"PeriodicalIF":3.9000,"publicationDate":"2023-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality\",\"authors\":\"Kadri Aavik,&nbsp;Pille Ubakivi-Hadachi,&nbsp;Maaris Raudsepp,&nbsp;Triin Roosalu\",\"doi\":\"10.1111/gwao.13061\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG.</p>\",\"PeriodicalId\":48128,\"journal\":{\"name\":\"Gender Work and Organization\",\"volume\":\"31 1\",\"pages\":\"171-191\"},\"PeriodicalIF\":3.9000,\"publicationDate\":\"2023-08-26\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Gender Work and Organization\",\"FirstCategoryId\":\"90\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/gwao.13061\",\"RegionNum\":1,\"RegionCategory\":\"社会学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Gender Work and Organization","FirstCategoryId":"90","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/gwao.13061","RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0

摘要

在大多数国家,男女薪酬差距(GPG)仍然很大,是社会中性别不平等的一个重要指标。有关性别薪酬差距的定性研究很少,然而,有关性别薪酬差距的定性视角却很有价值,因为人们理解和谈论性别薪酬差距的方式决定了解决性别薪酬差距的行动。受卡罗尔-巴奇(Carol Bacchi)提出的 "问题的表象是什么?"这一方法的启发,本文重点探讨了在工作和组织中如何表述全球治理问题。本文分析了在爱沙尼亚收集到的定性数据--对雇主、雇员和国家官员进行的 63 次访谈,爱沙尼亚是欧盟国家中全球性别差距最大的国家之一。我们确定了全球性别差距的五种主要表现形式:全球性别差距(a)由雇主有意识地制造;(b)同工不同酬;(c)由于工作和工人的 "独特性 "和 "不可比性 "而无法衡量;(d)由于妇女未能要求公平报酬而产生;以及(e)由于市场力量,雇主不可能降低全球性别差距。总之,这些表述使性别差距不可避免,淡化了其作为特定性别社会实践结果的出现。这就影响了雇主和国家减少 GPG 的意愿和策略。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality

The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
11.50
自引率
13.80%
发文量
139
期刊介绍: Gender, Work & Organization is a bimonthly peer-reviewed academic journal. The journal was established in 1994 and is published by John Wiley & Sons. It covers research on the role of gender on the workfloor. In addition to the regular issues, the journal publishes several special issues per year and has new section, Feminist Frontiers,dedicated to contemporary conversations and topics in feminism.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信