Chapter 5 Work Xiao Huiyun October, 2004

Objectives  In this chapter we will be looking at the kind of jobs people do in Britain, their working conditions and their attitudes towards them. We will see how young people get their jobs, the extent of women's opportunities at work and some of the problems and developments in industrial relations .

Focal Questions  What are the most important trends in the pattern of employment in Britain today?  Why has self-employment increased? What might be its advantages and disadvantages?  Do you think the distribution of jobs and incomes in Britain is both fair to individuals and efficient for the economy?  How significant are trade unions in contemporary Britain?  How would you account for the fact that far fewer women than men are in top positions or have highly paid jobs?

Procedures  Presentation by Students – Focal questions 4 & 5  Lectures by the teacher  Class discussion – Exploitation Activities  Assignment for the next chapter

A 1 What is “Work”?  Work: regular paid employment  Work: paid employment at a job or a trade, occupation, or profession  Important – 1. material consequences of work 2. the psychological & cultural benefits of work Necessary conditions for leisure  Unemployment – having disastrous implications for the individual, identified with rejection, uselessness, dependence on others, laziness and social isolation

A 1 What is “Work”? Cont.  Ideas of stratification – effect of divisions in British education  Separate ladders of achievement in workplaces – difficult to cross from one to another  Grades in civil service – administrative, executive, clerical  Industry – management, shop floor  Banks – directors, managers, clerks, cashiers  Very few people at the top of British have risen from bottom  A British cultural identity is based on the social & economic divisions which separate groups of people from one another

A 2 Pattern of Employment '000s % Type of Industry Primary:- 1, Agriculture, forestry, fishing Energy and water supply Manufacturing 6,0994, Construction 1,102 1, Services:-13,142 21, Distribution, hotels and restaurants 4,093 6, Transport and communications 1,404 1, Finance and business services 1,712 5, Public administration, education and health 4,650 6, Other 1,315 1, Total21,38627,677100

A 2 Pattern of Employment  Total Workforce in UK: 28.6 m (2000 fig.)  27 million (15 million men and 12 million women) were actually in employment.  2.8 million were self-employed  Of the total population of working age of 36.3 million, 7.7 million were ‘economically inactive’ (early retired, women with children, adults in education and training)  1.6 million clas-sified as unemployed

A 2 Pattern of Employment cont  Unemployment rates in Uk  England -- rates were lowest in the South East(3.3 per cent) and in the East (3.6 per cent) and highest in the North East and London, 9.1 per cent and 7.0 per cent respectively. . Rates were also high in Scotland (7.6 per cent) and Northern Ireland (7.0 per cent).

A 2 Pattern of Employment cont

A 2 Pattern of Employment  Gross weekly earnings  Average gross weekly earnings of full-time employees in 2000 were £411.  Average earnings for men were £453 and for women £338.  Earnings were higher for non-manual employees (£465) than for manual employees (£321).  The national minimum wage was set at £3.70 per hour for those aged 22 or above.  The inequality in income is marginally reduced by taxation

A 2 Pattern of Employment  Distribution of usual weekly hours of work: by gender, Spring 2000  United Kingdom  Thousands Males Females

A 3 Getting a Job  About 25% of school leavers go straight into a job at 16, the rest either continuing in full-time education or joining a government training scheme.  There are a number of ways in which people go about finding a job. The search for a job can involve  Personal contacts  Visiting potential employers in the factory or office  Looking for advertisements in local and national newspapers  Using the government run 'Job Centres', which provide information and advise potential employees on jobs in the locality  Large employers will sometimes take the initiative in recruiting graduates by visiting universities to advertise job prospects available

A 4 Unions & Management  Trade unions: first formed in the early stages of the Industrial Revolution, by groups of industrial workers who suffered from extremely low pay and bad working conditions  In 1999 there were 242 trade unions in the UK with 7.8 million members, of which almost 1/3 were women.  Over one third of all trade unionists belong to white collar unions  There are four types of union:  General Unions, which represent workers in a range of industries.  Craft Unions, which represent workers from a group of industries who share a particular skill  Industrial Unions, which represent workers in a particular industry whatever their skill e.g. The National Union of Mineworkers (NUM)  White Collar Unions, which represent non-manual workers e.g. The National Union of Teachers (NUT)

A 4 Unions & Management  Pros.  they are essential for protecting the interests of employees who might otherwise get a raw deal from powerful employers or in industries which are declining and where redundancies are highly likely.  unions played an active part in persuading the government to pass the Health and Safe Act  they offer a range of services, particularly through the TUC.  Cons  trade unions make excessive wage claims  union elections are undemocratic  unions have become too powerful and should have their ‘wings clipped’.  they undermine the competitiveness of British industry because of restrictive practices & opposition to technological progress

A 4 Unions & Management  New Style Management – Japanese Influence  Only one union representing workers  Disputes that cannot be settled by union & management will be decided by arbitrator  No industrial actions (strikes) are used in disputes  Workers enjoy same benefits and perks as managers  Pay rises reflect increase in productivity.  Workers work in groups.  (Compare Ford & Nissan pp 84 – 85)

A 4 Unions & Management  The Trades Union Congress (TUC) -- most unions ( 70 )are affiliated to it  The Confederation of British Industry (CBI) – employers’ associations affiliated to it  The Advisory, Conciliation and Arbitration Services (ACAS) -- set up by government playing important role in ‘new style agreement  TUC may continue to be important for its range of activities even though number of strikes has been declining & ‘new style agreements’ increasing.

A 4 Unions & Management  TUC Congress 2003

A 5 Gender & Ethnicity  The UK has the highest female employment rate of the major EU countries and fourth highest of all European Union countries, just behind Denmark, Sweden and Finland. Amongst other European countries, Iceland, Norway and Switzerland all have female employment rates greater than the UK’s.  Equal opportunities legislation introduced in the form of the Equal Pay Act, 1970s, therefore unlawful to discriminate between men and women in pay and other terms of employment  The Sex Discrimination Act (1975) and the Race Relations Act (1976) seek to ensure people are not discriminated against in selection for jobs on grounds of sex or race  Despite all the acts ethnic minority have more difficulties in finding jobs than the whites.(p86 table)  Rate of unemployment for Muslims—27%, Christians— 10%

A 5 Gender & Ethnicity  Women MPs, 1997  Thatcher broke through the glass ceiling of British politics when she was elected prime minister in In office, however, she did little to encourage women in politics.  In 1997 Blair appointed five women to senior positions, including Mo Mowlam as secretary of state for Northern Ireland.

A 5 Gender & Ethnicity  Position of women has improved considerably, but some problems still exist  In British politics women are continuing their long march toward equality.  In the May 1997 general election 101 female Labour members of Parliament (MPs) were elected to the 659-seat House of Commons.  Britain has one of the lowest levels of women MPs in Europe, just 18 per cent, compared with 43 per cent in Sweden and 31 per cent in Germany.  The recent elections to the Welsh Assembly returned, for the first time in any assembly in Britain, an equal 50:50 split between men and women.