Analysis of UK Law Society: Gender Wage Gap and Discrimination Report

This report examines the issue of gender wage gap and discrimination within the UK law society. The introduction defines law and its role in regulating society, emphasizing the prevalence of discrimination against vulnerable groups, with a specific focus on women and pay disparity. The main body delves into the background of the issue, defining key terms such as law, discrimination, and the gender wage gap. It explores the causes and consequences of gender-based pay inequality, and the legal frameworks in place to address these issues, specifically the Equality Act 2010. The report details the provisions of this act, which aims to eliminate discrimination and promote equality in the workplace and society. Furthermore, it includes relevant case law, such as Council Vs Wilkinson of the Community of Edinburgh, to illustrate the application and enforcement of equal pay regulations. The conclusion reiterates the importance of law in protecting citizens' rights and the UK's efforts to combat discrimination, highlighting the role of the Equality Act 2010 in achieving these goals. The report provides a comprehensive analysis of the legal landscape surrounding gender wage gap and discrimination, offering valuable insights into the ongoing efforts to promote equality within the UK law society. It also provides information about the Equality Act 2010 and its importance in the UK.

Law society and
controversy

INTRODUCTION
Law is defined to be the set of rules identified by the people of a single country as
regulatory actions. In the case, if they did not comply then accountable to face fines and
incarceration accordingly. They are generally initiated for the preservation of privacy and
enforcement by the authority of countries. These rules have diverse legislative provisions that
provide a substantial value to humanity and mental processes that govern the operation of their
everyday existence. This will aid in detailing the job and its distribution under the legal limits set
out from the statutes (Bennedsen and et al., 2019). There are several vulnerable populations that
are discriminated against as a criminal activity, such as senior citizens people, women, students
with autism, etc. The friendship network selected in the present study that primarily attracts
sexism is women. The key area in which they have faced inequality is the pay disparity.
The purpose of the project is to analyse the current laws which has assisted to overcome the
detrimental effect of sex discrimination, particularly the wage disparity. The aspects covered
throughout the report usually involve, for the purposes of determining their assistance in the fight
against similar circumstances, research into current laws relating to the field of prejudice and
also case law.
MAIN BODY
Background of the issue
Law: The legislation is a system of actions that are created by the wider populace or
legislation to handle misconduct, corporate conceptions, including social relations. It can also be
used to refer to the people inside the country who are employed right presently. There are of
different sorts, such as statutory, civil, corporate, dispute resolution, etc.
Discrimination: This is really the practice of distinction between persons on the basis of
multiple grounds. It's among the toughest activity around the world where, mostly on basis of
various reasons, everybody is marginalized against on different channels (Discrimination, 2020).
Race, ethnicity, age, impairment, colour and so on are several common factors used for racism.
Female wage gap: This is an act of inequality against groups in government on the grounds of
the female component. Here, people are regarded less agreeable in all words, regardless of their
talents, backgrounds and abilities, relative to men.

This also causes a gap in people's thought systems where females are offered less benefit
or incentive relative to men. The sexual pay difference is because of this concept that fewer
salaries are paid to women and male employees when serving in the very same job or fulfilling
the same sort of tasks and duties within a company (Bohren, Imas and Rosenberg, 2019).
Women globally are faced with the issue of gender-based violence. This is not restricted to any
single country. At the national scale, both companies work with a propensity to discriminate
against men and women. There are several reasons that discriminate between the two, but the
biggest one would be the pay inequality difference. Other factors linked to sexual harassment
significantly reduce opportunities for advancement, no elevated roles permitted, less
participation in professional work or capacity-based bullying. The gender wage disparity is the
biggest thing that is primarily faced by the vast majority of female in the UK or worldwide.
This is all about sexism by paying women fewer wages than men although serving that kind
of tasks and obligations. The effect of these actions is adverse on the productivity of women who
are demotivated by the implementation of tasks through the best use of available power and
capital. In this scenario, the degree of loyalty and confidence on employee part is often limited,
which affects a company's internal capacity to meet departmental as well as overall operational
priorities on schedule (Cohn, 2019). In order to maximise the inclusion and participation of
women throughout the private sector and also to eradicate sexism at all various levels, legislation
for the safety of women in the workforce and in culture are developed internationally by various
countries. The legislation on the elimination of all types of prejudice from culture and
employment has already been developed by the UK. The civil law is described by the Equity Act
2010, regarded as the government. The range of the whole Act is expansive in scope, which not
only limits sex discrimination, and also includes provisions for the exclusion of all types of
oppression, like ethnicity, colour, religion, etc. Equally, the multiple rules were framed by all the
individual countries. All of these essentially regulate human and corporate practises which do not
differentiate against entities within the country on a separate basis (Hankivsky, de Merich and
Christoffersen, 2019).
Legislation that is important
The rules for the abolition of prejudice within the country have been issued by the UK. This
law is known as the 2010 Equality Act this legislation's range is wide. This mostly limits
prejudice ethnicity, which is chosen as the central category for research, but also seeks to

eradicate different kinds of bigotry in culture and workplaces. Here is the thorough summary of
this Act:
Act 2010 on Equality
That is the UK Legislative Act that went into effect in 2010. This is defined as the 2010
Equality Act. The primary aim of this Act is to integrate, amend and complement the various
actions of the previous convictions. This act contains numerous laws regulating the actions of
individuals and separate organisations that do not allow individuals to be discriminated against
on the grounds of various reasons, such as age, sex, ethnicity, religion, caste, gender, etc. The
Equal Pay Act 1970, the Sex Discrimination Act 1975, the Racial Rights Act 1976, the Disability
Discrimination Act 1995, the Workplace Equity (Religion or Belief) act 1999, the Workplace
Equity (Sexual Orientation) RR there have been nine separate pieces of laws combined with
others to formulate this new act regulating all issues relating to discrimination.
The 2010 Equality Act legally prevents groups from discrimination in the workplace and in
broader society. In a single Act, it replaced previous anti-discrimination legislation, making the
rule more evident and improving protection in some situations. It points out the different ways in
which handling others is unlawful. This really is the law which, on 1 October 2010, entered into
force. This is really a special statute in which 116 separate pieces of law are combined into a
single statute. This Act contains numerous regulatory frameworks to allow for the defence of
human rights and the pursuit of equal opportunities for all. This procurement process is related
with a special statute relating to discrimination and the defence of normal citizens from unequal
treatment. It also makes a huge contribution to the development of a just and moral equality
culture (O'Neill, 2019).
The Act guarantees that people are based on nine protected characteristics against
discrimination, harassment or coercion in industry and as customers of general population and
private presidencies: age, disability, gender reassignment, engagement and general affiliation,
childbirth and pregnancy, race, religion or belief, sex, and sexual introduction. The analysis was
done provisions for single-sex presidencies where constraints are "an equitable technique for
achieving an accurate point". On consideration of inability, supervisors and sciences laboratory
are now under duty to fulfil reasonable changes as necessary with ones work places to destroy
obstacles encountered by devastated individuals. For now, the 2010 Equality Act has not

changed the rule. The Act would not make a real difference to Ireland, with s.217, but limited
exemptions.
Therefore, it is apparent from the result of this issue that sexual inequality on various sites is
not tolerated in the UK. Here, underneath the statute, companies and companies are still obliged
to pay equivalent wages to certain females, other women must face harmful effects (Hebl, Cheng
and Ng, 2019).
Case law
The legal precedent supporting all debates surrounding the procedural conditions and the
implementation of the equal pay act is set out below:
Council Vs Wilkinson of the Community of Edinburgh: The judgment is issued by the
tribunal in support of Wilkinson which, in compliance with the rules of the Equality Act 2010 as
well as the search of employment, the applicant is entitled to obtain equal sums relative to others.
Within the country, law seems to have an essential purpose. This entails diverse legislative
standards that regulate the actions of persons and organisations of society. Law plays an
immense part in the reduction of all irrefutable circumstances and the harrisburg of rational
society. In the latest study, women are the category selected to face gender inequality. In regards
to the income gap, the key inequality they experienced.
CONCLUSION
It was established that regulation played a supporting role within the country in serving the
rights of citizens living in society. The UK has made a great contribution to that same creation of
different forms of legislation regulating the actions of persons and organisations. Discrimination
is the key unlawful feature that occurs within the country at multiple levels. In order to
eradicate segregation within the UK, the Equality Act 2010 is successful in essence and failure to
comply has resulted in fines.

REFERENCES
Books and Journals
REFERENCES
Books and Journals
Bennedsen, M. and et al., 2019. Do firms respond to gender pay gap transparency? (No.
w25435). National Bureau of Economic Research.
Bohren, J. A., Imas, A. and Rosenberg, M., 2019. The dynamics of discrimination: Theory and
evidence. American economic review. 109(10). pp.3395-3436.
Cohn, S., 2019. Race, gender, and discrimination at work. Routledge.
Hankivsky, O., de Merich, D. and Christoffersen, A., 2019. Equalities ‘devolved’: experiences in
mainstreaming across the UK devolved powers post-Equality Act 2010. British
Politics. 14(2). pp.141-161.
Healy, G. and Ahamed, M. M., 2019. Gender pay gap, voluntary interventions and recession: the
case of the British financial services sector. British Journal of Industrial Relations. 57(2).
pp.302-327.
Hebl, M., Cheng, S. K. and Ng, L. C., 2019. Modern Discrimination in Organizations. Annual
Review of Organizational Psychology and Organizational Behavior. 7.
O'Neill, S., 2019. Gender pay gap grows. New Scientist. 241(3223). p.45.
Online
Discrimination. 2020. [Online]. Available Through: https://www.eoc.org.uk/what-is-
discrimination/ >