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On the other hand, change is underway: Steve Anderman, eg, has, for the first time in his stimulating text, included a chapter on pregnancy and devoted considerably more attention to gender issues generally: Anderman, S, Labour Law: Management Decisions and Workers’ Rights, 3rd edn, 1998, London: Butterworths. Op cit, fn 2. The impact of equality on collective bargaining has largely occurred in the context of equal pay litigation where the question has arisen as to how far collective bargaining arrangements can justify unequal pay arrangements.

In particular, a number of contributors reflect in different ways on the promotion, from various quarters, of the idea that we need to have a ‘new’ relationship between work and family. In addition, and inevitably, given the less than successful record so far, another of the themes is the question of how best to achieve ‘equality’ for women in paid employment. Underlying all the contributions, however, is the belief that, despite individual successes and changing expectations, there is much that remains to be done and challenged if women are to be able to participate fully in a society which— whether or not it should be—is built around paid (productive) employment.

In a world with fewer workers and more dependants, we can no longer afford to consign women to a lesser role in the workforce. Unless we tackle the inequalities which persist in the labour market, we will not prosper. 6 The apparent indispensability of women workers is not, however, a sufficient precondition for changes which benefit them (and others). Joanne Conaghan, in a chapter which eloquently lays the theoretical foundations for succeeding chapters, notes the increasing visibility of gender issues, while, at the same time, suggesting that scholars have not yet seriously engaged in the deeper theoretical issues which inform the changes taking place.

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LSAT PrepTest 18 by LSAC


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