Family friendliness and/or presence? – a contribution to the explanations of unequal pay

Abstract

This article takes its point of departure in the persistent and stabile wage gap between women and men in Denmark, which the analysis of the Commission of Wage has recently documented. In the article we discuss the weakened coefficient of determination of the traditional explanations, and argue that other explanations as new demands for competences – e.g. fl exibility, presence and accessibility - must be taken into consideration. These must also be discussed in relation to the opposition these represent to family friendliness offered in certain sectors and work places in the Danish labour market. The analyses of the article are based on newer existing Danish and international work place studies. The analyses contribute to demonstrating that flexibility, presence and accessibility must be considered as important qualifications at the Danish labour market – so important that they can have an impact on reward in the form of wages. The studies also show that it is not possible for all employees to meet these new demands in work life. Due to the unequal division of family tasks, women are expected to be less able to meet the demands for flexibility, presence and accessibility in the working place. The family friendly initiatives at sector and work place level therefore can be seen as constituting a boomerang effect for women with regard to possibilities in work life.