ABSTRACT
This chapter examines organisational solutions and emphasised the importance of raising awareness and the impact of gender bias on work–life balance, lifetime social and material effects and wage-setting. It discusses women’s representation in decision-making and how social partners might raise awareness. Decision-making in different social partner institutions indicates a means of exercising power and control. The chapter explores gender bias in the setting of pay and in the awarding of performance/productivity-related pay elements and finally reflect on the resilience of vertical segregation which is often blamed as a key cause of the gender pay gap (GPG). It highlights the democratic progress that women have made in their unions. The issue of awareness and thorough knowledge of the GPG is a sine qua non condition for understanding and challenging the GPG at the organisational level. The GPG is interdisciplinary in character and is enriched by analysis drawn from economic, legal, political and socio-cultural perspectives.
