The TUC represents more than 71 unions with a total of over 6.7 million members. Approximately 39% of members of affiliated unions are women. The TUC affiliates range greatly in size and cover a wide variety of industries and occupations.

2. The TUC has supported the principle of equal pay between men and women since 1888, when the TUC Congress unanimously passed a resolution to that effect. The trade union movement was one of the key players in ensuring that the Equal Pay Act was introduced. Since 1976, TUC affiliates have played an important role in providing access to justice for women, by supporting most of the landmark equal pay cases. The current gap between female and male earnings remains stubborn, with female full-time average hourly earnings 19.5% lower than equivalent male earnings; and female part-time average hourly earnings 40% lower than equivalent male full-time earnings. The inequity continues into retirement, as the gender gap in pensioner income is currently 41%, with 50% of women pensioners receiving less than 3103 per week. [1]

3. The causes of the gender pay gap have been well documented, particularly since the Labour Government took office in 1997. Analysis of the gender pay gap has found that propensity to work part-time, interruptions in work due to family responsibilities, lower educational attainment and a highly gender-segregated labour market alongside discrimination in pay systems and more general discrimination associated with being female all have a negative impact on women?s wages. [2] The TUC believes that while the causes of the gender pay gap are complex, it would not be impossible to close the gap further and eliminate it in the long term. This could be brought about through a mixture of legislation and sustained cultural and structural change.

4. The submission responds to the questions set out by the Women and Work Commission. The TUC?s recommendations are summarised here