Introduction The TUC and its affiliated unions share the disappointment and frustration of the Equal Opportunities Commission that 30 years after the Equal Pay Act outlawed pay discrimination, the pay gap between men and women has far from disappeared. There are a number of solutions offered within it which would help narrow the gender pay gap, however the TUC is disappointed that the Government is not to accept the Task Force recommendations to change the law to force employers to carry out pay reviews. No doubt the good employers will take up the pay review models to be developed by the Equal Opportunities Commission, but there remains nothing to make the bad employers comply. We recognise that Trade Unions, who have played a significant role in the progress so far, have much more to do. It is essential that this is in partnership with employers, however we believe that this will be much more difficult to achieve without the change in the law with regard to regular pay reviews.
Awareness is a key issue .
It is clear that employers are unaware that their pay agreements and bonus or benefits systems, are inherently discriminatory and this reluctance to accept the possibility is a major factor in their unwillingness to undertake such reviews. Further, they may be complacent about recognising pay inequality as a potential problem. Nevertheless, we wholeheartedly support the principle of ensuring that equal pay is integrated into the collective bargaining agenda and are committed to a review of our training provision for full time officers and lay representatives in this regard. The report further notes that greater representation of women within trade unions is necessary. This is recognised by the TUC and here in Wales we have begun an education programme intended to empower more women to become full time officers.