13 Chapter 2: Critical Literature Review 2.1 ... - Dissertation

25were under such conditions are considerably lower than the number of men as well as in suchcases where they were in larger number than the men (United Kingdom Parliament, 1975).2.5.3 Equal Value Regulations of 1983The Equal Value Regulations of 1983 were another significant amendment of the EqualPay Act of 1970. The original Equal Pay Act was a huge step for the women’s civil rightsmovement in the United Kingdom in the 1970s. It instituted conditions of employment, whichspecified that women in the workplace must be paid the same as the men as long as their workcould be compared to that of men in the workplace. However, the term “like work” within thedocument created certain difficulties for women who sought equal pay. The term merelyspecifies that employment pay held by women is comparable to those of men according to theirjob description and not the standard definition of such work. Employers may have often takenliberties in their compliance with the act’s original intent. These regulations passed in 1983changed this by standardizing women’s pay as being comparable to pay over various types ofemployment (McCrudden, 1983).2.5.4 Race Relations Act of 1976This was the first act in the United Kingdom that was solely developed toward PayEquity for people of different races. The document is notable for defining direct and indirectdiscrimination in terms of race, ethnic, or national origins. It also passed into legislationproposals that protected such individuals from maltreatment and imposed drawbacks as whencompared to other people in the workplace. Such proposals were suggested in the areas of socialsecurity, healthcare, social protection, and social advantage. It was further amended in 2003 toinclude a new definition for indirect discrimination according to the legislation and a newdefinition of harassment according to a person’s race, ethnic, or national background. The new