DOCSLIB.ORG

The Gender Pay

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
The Gender Pay The Scottish Parliament and Scottish Parliament Infor mation C entre l ogos. Financial Scrutiny Unit Briefing The gender pay gap – facts and figures 2016 26 January 2017 17/06 Andrew Aiton The Office for National Statistics released the Annual Survey of Hours and Earnings (ASHE) 2016 provisional results on 26 October 2016. This briefing provides an overview of the gender pay gap in Scotland. CONTENTS EXECUTIVE SUMMARY .............................................................................................................................................. 3 COMPARING PAY BY GENDER................................................................................................................................. 3 HOW IS THE GENDER PAY GAP CALCULATED? ................................................................................................ 4 WHY IS THE MEDIAN USED? ................................................................................................................................ 5 HOW DOES WOMEN’S PAY COMPARE TO MEN’S?............................................................................................... 5 WHAT IS THE FULL-TIME PAY GAP? .................................................................................................................... 5 How do the latest figures affect the National Indicator on the Gender pay gap? ................................................ 6 How does the pay gap compare by level of pay? ................................................................................................ 6 THE GENDER PAY GAP FOR ALL WORKERS ..................................................................................................... 7 PART-TIME PAY BY GENDER ................................................................................................................................ 8 ARE THERE OTHER WAYS OF COMPARING MEN’S AND WOMEN’S PAY?..................................................... 8 WHAT DOES THE MEAN PAY GAP LOOK LIKE? ................................................................................................. 8 HOW DOES THE PAY GAP IN SCOTLAND COMPARE TO THE REST OF THE UK? ........................................... 9 HOW HAS THE PAY GAP CHANGED OVER TIME?............................................................................................... 10 HOW DOES PAY COMPARE BY AGE? ................................................................................................................... 11 PUBLIC/PRIVATE SECTOR PAY ............................................................................................................................. 11 PAY GAP BY OCCUPATION .................................................................................................................................... 12 PAY GAP BY INDUSTRY .......................................................................................................................................... 13 ANNUAL SURVEY OF HOURS AND EARNINGS (ASHE) DATA ........................................................................... 16 SOURCES .................................................................................................................................................................. 17 RELATED BRIEFINGS .............................................................................................................................................. 18 2 EXECUTIVE SUMMARY This briefing looks at data on pay by gender from this year’s Annual Survey of Hours and Earnings (ASHE) (ONS 2016a) produced by the Office for National Statistics (ONS). It provides information on the gender pay gap for a number of different demographics and labour market conditions. More information about ASHE can be found in the annex. Key points from the latest data: When comparing median or typical pay for all employees men make more money than women. The pay gap for all employees in Scotland is 15.6% compared to 18.1% in the UK. The gender pay gap in Scotland for full time employees is 6.2%, lower than the UK overall at 9.4%. Since 1997 the gender pay gap in Scotland for full-time employees has fallen from 18.4% to 6.2%. Women are paid more than men for part-time work when comparing the median or typical pay. When looking at median pay, women across most age groups are paid less than men. The pay gap increases for women over the age of 40. Between the ages of 30 and 39 women are paid more than men. When looking at occupations, the largest pay gaps are found in skilled trades and management. COMPARING PAY BY GENDER Overall, women can expect to earn significantly less than men over their entire careers (Fawcett Society 2017). This section looks at the key issues when comparing women’s pay with men’s. The gender pay gap is made up of a complex set of factors. The main issues to consider when comparing pay by gender are set out below. Lack of flexible working: Women tend to take on caring responsibilities and due to a lack of flexible working, will end up seeking part-time work. 42% of women work part-time compared to 11% of men (nomis 2017). As full-time wages tend to be higher, the average income for women is likely to be lower. Figure 1: Proportion of employees working full-time and part time by gender in Scotland - Jul 2015-Jun 2016 Source: Annual Population Survey, nomis Occupational segregation: Women are more likely to work in low paid clerical work and “elementary” occupations such as cleaning and catering. They are also less likely to be found in senior positions. The European Commission highlights that even in those sectors dominated by women they are under-represented in senior positions. (EC 2014) 3 Figure 2: Proportion of men and women in employment by occupation in Scotland - Jul 2015-Jun 2016 Source: Annual Population Survey, nomis Discrimination: Despite the Equal Pay Act 1970 there is still discrimination in some pay systems where women are paid less for work that is similar, or the same value as male colleagues’ work. Men are more likely to work overtime: Women are less likely to work overtime due to caring responsibilities. Figure 3: Weekly median hours of paid overtime in Scotland by Gender - 2016 Source: Annual Population Survey, nomis HOW IS THE GENDER PAY GAP CALCULATED? Men’s and women’s earnings are compared by looking at the difference between their earnings as a percentage of men’s earnings, as set out in figure 4 below. This is known as the gender pay gap. To calculate the pay gap, the ONS uses median hourly pay excluding overtime, as it controls for men being more likely to work overtime. Figure 4: How to calculate the pay gap 4 WHY IS THE MEDIAN USED? ASHE provides both the mean and median values for earnings. As discussed above, the median is generally used to calculate the gender pay gap. The mean, or average, is calculated by adding together all the values within a data set and dividing the total by the number of values. This means that the mean result is susceptible to influence from outliers. The median is the middle value of a set of data and is therefore more representative of the “typical value” within a data set. Figure 5 compares the median and mean for a data set with a small number of outliers. Unless otherwise stated the median estimates have been used rather than mean. Figure 5: Comparing mean and median HOW DOES WOMEN’S PAY COMPARE TO MEN’S? Comparing pay for men and women is complex as there is no single measure which adequately represents the complex issues underlying differences between men’s and women’s pay. (Scottish Government 2016) This section looks at the pay gap for: Full-Time employees. All Employees. Part-time employees. Women working part-time and Men working full-time. WHAT IS THE FULL-TIME PAY GAP? The main indicator for the gender pay gap, used by the Scottish Government, is comparing hourly pay excluding overtime for full-time workers. Using full-time pay controls for the fact women are more likely to work part-time. The full-time pay gap in Scotland is 6.2% which is lower than the UK figure of 9.4%. Women in Scotland have higher median full-time pay than in the UK as a whole. 5 Table 1: Gender pay gap for full-time employees - 2016 Men’s hourly pay (£) Women’s hourly pay (£) Pay Gap Scotland 13.85 13.00 6.2% UK 14.16 12.82 9.4% How do the latest figures affect the National Indicator on the Gender pay gap? Scotland Performs is the Scottish Government’s tool for reporting on how the country is performing. It does this by measuring performance against a number of Performance Targets and National Indicators. One of the Indicators in Scotland Performs is: “Reduce the pay gap” The Government specifies that a decrease of 1.5 percentage points or more suggests that the position is improving an increase of 1.5 percentage points or more suggests the position is worsening. The decrease of 1.48 percentage points (when rounded to 2 decimal places) over the year means that the indicator is maintaining its performance. Figure 6: The Pay Gap National Performance Indicator – current performance Source: Scottish Government 2016c How does the pay gap compare by level of pay? At all levels of pay for full-time employees men earn more money. The largest gap in earnings is in the top 10% of earners. This can be explained as Men are currently more likely to work in senior positions than women. Men dominate the higher paid sectors such as engineering, finance and banking. 6 ASHE provides data on pay by different levels of income. It does this by splitting earners
Load more

Recommended publications
  • National Reports 2016 - 2018
    CONGRESSO XVII - CHILE NATIONAL REPORTS 2016 - 2018 EDITED BY JAMES DOUET TICCIH National Reports 2016-2018 National Reports on Industrial Heritage Presented on the Occasion of the XVII International TICCIH Congress Santiago de Chile, Chile Industrial Heritage: Understanding the Past, Making the Future Sustainable 13 and 14 September 2018 Edited by James Douet THE INTERNATIONAL COMMITTEE FOR THE CONSERVATION OF INDUSTRIAL HERITAGE TICCIH Congress 2018 National Reports The International Committee for the Conservation of the Indus- trial Heritage is the world organization for industrial heritage. Its goals are to promote international cooperation in preserving, conserving, investigating, documenting, researching, interpreting, and advancing education of the industrial heritage. Editor: James Douet, TICCIH Bulletin editor: [email protected] TICCIH President: Professor Patrick Martin, Professor of Archae- ology Michigan Technological University, Houghton, MI 49931, USA: [email protected] Secretary: Stephen Hughes: [email protected] Congress Director: Jaime Migone Rettig [email protected] http://ticcih.org/ Design and layout: Daniel Schneider, Distributed free to members and congress participants September 2018 Opinions expressed are the authors’ and do not necessarily re- flect those of TICCIH. Photographs are by the authors unless stated otherwise. The copyright of all pictures and drawings in this book belongs to the authors. No part of this publication may be reproduced for any other purposes without authorization or permission
    [Show full text]
  • Making Care Count in Scotland
    MAKING CARE COUNT IN SCOTLAND INVESTING FOR A JUST, CARING AND GREEN RECOVERY JULY 2020 “Some may get back to whatever normal looks like – for others though, the shadow of Covid- 19 will be hanging over our heads for a long time. That may be through continued isolation or it may be through deeper poverty or poorer physical and mental health.” Lynn Williams, unpaid carer1 This briefing explores the link between the under-valuing of care work in Scotland and a growing gendered poverty crisis. It is part of a series of papers written to inform public debate in Scotland, Britain and Globally. It outlines how women provide most paid and unpaid care in Scotland and examines the context for those with different types of caring responsibilities. The paper amplifies the voices of people providing care, while reviewing the evidence and priorities of those working to support them. It details emerging evidence on the impact of the coronavirus crisis and makes a series of recommendations for the Scottish Parliament to better value and invest in care. Protecting people providing care from poverty, and valuing their contribution, must be at the heart of a Just, Caring and Green Recovery in Scotland. 1 KEY MESSAGES ● We have one simple ask of governments across Britain: act now to end poverty for carers, paid and unpaid, by investing in care, and creating the care jobs that will power a Just, Caring and Green Recovery. ● Care, Covid and women: The coronavirus crisis has placed yet more pressure onto households and women who were already at breaking point after years in which the costs and responsibility for care have shifted from government and business to households – especially those in poverty.
    [Show full text]
  • Trustees' Report & Accounts April 2015–March 2016
    Trustees’ Report and Accounts april 2015 – march 20 16 Front Page Image: Brain scan illustrating the work of Neuroscientist and RSE Fellow Professor Richard Morris CBE. Image © Dr Mark Bastin ROYAL SOCIETY OF EDINBURGH Trustees’ Report & Accounts 2015 –2016 Contents Council of the RSE 2015 –16 2 Trustees’ Annual Report Highlights of the year 3 Activity report 4 Financial review 14 Structure, governance and management 15 Policies 17 Future plans 18 Independent Auditors’ Report to the Council of The Royal Society of Edinburgh 20 Accounts Group statement of financial activities 22 (incorporating the income and expenditure account) Group balance sheet 23 RSE balance sheet 24 RSE statement of financial activities 25 (incorporating the income and expenditure account) Group cash flow statement 26 Notes to the financial statements 27 Legal and Administrative Information 52 1 ROYAL SOCIETY OF EDINBURGH Trustees’ Report & Accounts 2015 –2016 The Royal Society of Edinburgh is registered in Scotland as Scottish Charity No. SC000470 The Trustees are the Council Members elected during the financial year (1 April 2015 to 31 March 2016) Council President Dame Jocelyn BELL BURNELL DBE Vice-Presidents Professor T S DURRANI OBE Professor N E HAITES OBE Mr I C RITCHIE CBE Sir David WALLACE CBE Professor J W WALLACE CBE General Secretary Professor A ALEXANDER OBE* Treasurer Mr G R WILSON CB* Fellowship Secretary Professor J M C CONNELL Councillors Professor D A CANTRELL CBE Professor R J CORMACK Professor B E CRAWFORD OBE Sir Muir RUSSELL KCB Professor Dame Joan
    [Show full text]
  • 2016 Mid Year Population Estimates
    2016 Mid-year Population Estimates Aberdeen City May 2017 RESEARCH AND INFORMATION RESEARCH AND INFORMATION Briefing Paper (May 2017) 2016 Mid-year Population Estimates: Aberdeen City This briefing paper describes the 2016 mid-year population estimates (MYEs) for Aberdeen City. MYEs are population estimates produced annually by National Records of Scotland (NRS) for Scotland and its administrative areas. The 2016 MYEs were published by NRS on 27 April 2017 and give an estimate of the population on 30th June 2016. The 2016 MYEs build on previous estimates, which are updated to account for population change (births, deaths, migration and other change) during the period between 1st July 2015 and 30th June 2016. This paper gives an overview of the population of Aberdeen City at 30th June 2016, including its age and sex structure. It also looks at time series data to give an overview of population trends and changes over time. A brief summary of population projections is also included. Comparisons with other local authorities and Scotland are presented where appropriate. Population estimates can be used for a variety of purposes including resource allocation and planning of services. For more information on this paper, please contact: Research and Information Team Office of Chief Executive Aberdeen City Council Old Town House, Broad Street 1st Floor, Room 1-3 Aberdeen, AB10 1FY 03000 200 291 [email protected] Previous briefing papers have included the following topics: Household projections (2014 based) Population projections (2014 based) Life expectancy and healthy life expectancy in Aberdeen City It is intended that these papers will be used by Council services and, where appropriate, our Community Planning partners to assist policy development and wider service delivery.
    [Show full text]
  • Progressing the Human Rights of Children in Scotland: a Report 2015-2018
    Progressing the Human Rights of Children in Scotland: A Report 2015-2018 Report to the Scottish Parliament under Part 1 of The Children and Young People (Scotland) Act 2014 DECEMBER 2018 SG/2018/268 Progressing the Human Rights of Children in Scotland: A Report 2015-2018 Report to the Scottish Parliament under Part 1 of The Children and Young People (Scotland) Act 2014 DECEMBER 2018 © Crown copyright 2018 This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open- government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: [email protected]. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. This publication is available at www.gov.scot Any enquiries regarding this publication should be sent to us at The Scottish Government St Andrew’s House Edinburgh EH1 3DG ISBN: 978-1-78781-490-5 Published by The Scottish Government, December 2018 Produced for The Scottish Government by APS Group Scotland, 21 Tennant Street, Edinburgh EH6 5NA PPDAS488886 (12-18) MINISTERIAL FOREWORD Children and young people are at the heart of our ambitions for the future. As Minister for Children and Young People, I feel a great sense of honour laying this first report and action plan, Progressing The Human Rights of Children in Scotland, before the Scottish Parliament, and before the children and young people of Scotland. As a Government, our mission is to improve the life experience and life chances of our children and young people now, so they can thrive and be equipped to take advantage of tomorrow’s opportunities.
    [Show full text]
  • Putting Scotland's Future in Scotland's Hands
    Scotland’s Right to Choose Putting Scotland’s Future in Scotland’s Hands What if that other voice we all know so well responds by saying, 'We say no, and we are the state'? Well we say yes – and we are the people. Canon Kenyon Wright Putting Scotland’s Future in Scotland’s Hands Introduction by the First Minister of Scotland Nicola Sturgeon First Minister of Scotland The Scottish Government believes the best future for Scotland is to be an independent country in order to build a fairer, more prosperous society. It is a fundamental democratic principle that The Scottish Government is a strong advocate the decision on whether or not Scotland of the values of human dignity, freedom, becomes independent should rest with the democracy, equality, the rule of law, and people who live in Scotland. respect for human rights. There has been a significant and material We are therefore committed to an agreed, change in circumstances since the 2014 legal process which adheres to and celebrates referendum and therefore, in line with the those values, and which will be accepted as mandate received in the 2016 Holyrood legitimate in Scotland, the UK as a whole, and election, and reinforced in subsequent UK by the international community. general elections—most recently in December 2019—the Scottish Government believes Scotland is not a region questioning its place people in Scotland have the right to consider in a larger unitary state; we are a country in a their future once again. voluntary union of nations. Our friends in the rest of the UK will always be our closest allies The decision on whether a new referendum and neighbours but in line with the principle of should be held, and when, is for the Scottish self-determination, people in Scotland have the Parliament to make – not a Westminster right to determine whether the time has come government which has been rejected by the for a new, better relationship, in which we can people of Scotland.
    [Show full text]
  • Alcohol (Minimum Pricing) (Scotland) Act 2012 the Alcohol (Minimum
    Final Business and Regulatory Impact Assessment Alcohol (Minimum Pricing) (Scotland) Act 2012 The Alcohol (Minimum Price per Unit) (Scotland) Order 2018 March 2018 Final Business and Regulatory Impact Assessment (BRIA) Contents Page 1. Summary 3 2. Title of proposal 16 3. Legal challenge 17 4. Purpose and intended effect 20 5. Objective Rationale for Government intervention 24 27 Alcohol-related harm in Scotland: the scale of the problem 29 6. Consultation 49 7. Options 53 Increase the tax on alcohol products 53 Introduce a prohibition on sales of alcohol below a minimum 57 price per unit Minimum unit price vs. taxation – additional data 59 8. Costs and Benefits 64 Minimum price per unit of alcohol: benefits 68 Minimum price per unit of alcohol: costs 81 9. Scottish Firms Impact Test 108 Test run of business forms 113 Legal Aid Impact Test 113 Enforcement, sanctions and monitoring 113 10. Implementation and delivery plan 115 11. Summary and recommendation 116 12. Declaration and publication 119 Annex A: Competition Assessment 121 Annex B: information provided to the Court of Justice of the 144 European Union in 2015 2 Final BRIA Summary: The Alcohol (Minimum Price per Unit) (Scotland) Order 2018 1. Summary Scale of the problem (section 51) 1.1 The most recent monitoring report from NHS Health Scotland shows that Scotland continues to have high levels of alcohol-related harm as a result of consuming high levels of alcohol by global standards. In 2016, in Scotland: enough alcohol was bought for every adult to substantially exceed the low risk weekly drinking guideline (14 units)2: 10.5 litres (L) of pure alcohol were sold per adult in Scotland - equivalent to 20.2 units per adult per week; 17% more alcohol was bought, per adult, than in England and Wales (equivalent to 1.5L pure alcohol per adult).
    [Show full text]
  • Public Spending and Services in Scotland After Hard Brexit
    Presentation at the Royal Society of Edinburgh on 1 February 2018 Public Spending and Services in Scotland after Hard Brexit Dr. Gordon Marnoch Reader in Public Policy Brexit Emergent view of challenges and opportunities ahead for public services • The parallels between decade long negotiations to join the EEC in 1972 and the current Brexit negotiations are striking. • Stage 1 March -November 2017 - ‘negotiate to begin negotiations’. • March 2018 begin negotiating transition arrangements between UK membership and ‘third country status’ in Stage II. • Public services needed a sense of an endpoint for contingency planning a lengthy transition phase creates problems. • Publicness - unlike businesses there is no re-locate option, no shifting market focus. • Business leaders may risk taking decisions on contingencies until April 2018 public services needed to be making plans much earlier. Public service challenges • Resourcing effects associated with the economic consequences of Brexit. • The breaking or maintaining of linkages to the EU institutional and legal complex. • The future employment of EU 27 citizens. • The sequencing of the Brexit negotiation process. Brexit economic impact after a decade of austerity. Scotland’s key public services Expenditure 2011-2016 (£millions) PESA data 2011- 2012- 2013- 2014- 2015- 12 13 14 15 16 Police 1,454 1,467 1,262 1,464 1,481 NHS 11, 057 11,287 11,462 11,594 12,132 Local 13,358 12,086 12,164 12,359 12,423 authorities Potential issues - NHS & social care • Cost of patients needing care in EU countries and UK. • EHIC? • Cost of more intensive checking of patient eligibility for NHS services, inter-country billing for tourists and temporary residents? • The prospect of lower levels of EU cooperation on public health? • EU law - the working time directive, procurement and competition law, regulation of medicines and medical devices and regulation of professional standards and medical education.
    [Show full text]
  • Tackling Child Neglect in Scotland
    Tackling Child Neglect in Scotland Rapid review of the literature on intervention April 2018 Tackling Child Neglect in Scotland Background Paper 2: Rapid review of the literature on intervention Jane Scott and Brigid Daniel, Centre for Child Wellbeing and Protection, University of Stirling. Child Neglect in Scotland: Rapid review of the literature on intervention Background 1. On 25 February 2016 the Cabinet Secretary for Education and Lifelong Learning, Angela Constance, made a statement to Parliament announcing a programme of action on child protection. Scottish Government committed to reviewing policy, practice, services and structures of the current child protection system to identify what works well and what could be improved. The focus of the Programme is on processes and systems which underpin child protection in Scotland and tackling child neglect was identified as a high priority. 2. As at 31 July 2015, 2,751 children were on the Child Protection Register: 39% had been the subject of emotional abuse and 37% had suffered from neglect. In addition, ‘lack of parental care’ is the most common reason for referral to the Scottish Children’s Reporter Administration. A recent study by Dartington Social Research Unit (2016) reported that ‘At least 1 in 5 children at any one time are ‘in need’, meaning that they have needs that may impair their future health or development’ in Scotland’ (p.3) including parental attitudes permissive of antisocial behaviour and substance use, and poor family management. Part of Scottish Government’s response to tackling neglect is to undertake a pilot programme of neglect improvement work in three local authority areas.
    [Show full text]
  • Scotland Skills 2030 the Future of Work and the Skills System in Scotland
    REPORT SCOTLAND SKILLS 2030 THE FUTURE OF WORK AND THE SKILLS SYSTEM IN SCOTLAND Rachael Thomas and Russell Gunson May 2017 © IPPR Scotland 2017 Institute for Public Policy Research ABOUT IPPR SCOTLAND ABOUT THE PROGRAMME IPPR Scotland is IPPR’s dedicated cross-party progressive thinktank The JPMorgan Chase global New Skills at Work programme focusses for Scotland, based in Edinburgh. Our research, together with our attention on what can be done to overcome unemployment, ranging stimulating and varied events programme, seeks to produce innovative from macro strategies to boost job creation, expand labour market policy ideas for a fair, democratic and sustainable Scotland. participation and develop the skilled workforce for the future, through to specific innovations that improve the skills of the workforce and IPPR’s purpose is to conduct and promote research into, and the meet local employers’ needs. education of the public in, the economic, social and political sciences, science and technology, the voluntary sector and social enterprise, public services, and industry and commerce. IPPR Scotland ABOUT JPMORGAN CHASE Hayweight House JPMorgan Chase & Co (NYSE: JPM) is a leading global financial 23 Lauriston St services firm with assets of $2.5 trillion and operations worldwide. Edinburgh EH3 9DQ The firm is a leader in investment banking, financial services for T: +44 (0)131 281 0886 consumers and small businesses, commercial banking, financial www.ippr.org/scotland transaction processing, asset management and private equity. More Registered charity no: 800065 (England and Wales), information is available at www.jpmorganchase.com. While this report SC046557 (Scotland). has been supported by the JPMorgan Chase Foundation, the This paper was first published in May 2017.
    [Show full text]
  • The 2017 Audit of UK Democracy
    The 2017 Audit of UK Democracy October 2017 Editors: Professor Patrick Dunleavy Ros Taylor Core-funded by the Joseph Rowntree Charitable Trust With the assistance of the London School of Economics and Political Science i Contributors Andrew Blick King’s College London Sonali Campion London School of Economics and Political Science Colin Copus De Montfort University Patrick Dunleavy London School of Economics and Political Science Michael Gordon University of Liverpool Joelle Grogan Middlesex University Jac Larner Cardiff University Ewan McGaughey King’s College London James Downe Cardiff University Malcolm Harvey University of Aberdeen Toby S James University of East Anglia Sean Kippin University of the West of Scotland James Mitchell Edinburgh University James Pattison University of Nottingham Artemis Photiadou London School of Economics and Political Science James Pow Queen’s University Belfast Diana Stirbu London Metropolitan University Ros Taylor London School of Economics and Political Science Tony Travers London School of Economics and Political Science Tracey Warren University of Nottingham Alan Whysall University College London This report is Copyright 2017 by Democratic Audit. www.democraticaudit.com ii Contents 1. How democratically do the main electoral systems operate? ............................. 1 1.1 The ‘Westminster plurality rule’ electoral system ............................................... 2 1.2 The reformed electoral systems used in mayoral and devolved elections ......... 13 1.3 The UK’s two proportional electoral systems .................................................... 24 1.4 Are UK elections conducted with integrity, with sufficient turnout? ................ 32 2. How democratic are political input processes? .................................................. 45 2.1 The UK’s political parties and party system ...................................................... 46 2.2 The interest group process across the UK .........................................................
    [Show full text]
  • WP2-Scotland
    THEGOVERNANCEANDLOCAL INTEGRATIONOFMIGRANTSAND EUROPE'SREFUGEES WORK PACKAGE 2: THEUK, SCOTLANDANDGLASGOW NASAR MEER, TIM PEACE AND EMMA HILL The current ‘migration crisis’ presents openings and well as challenges. The aim of GLIMER is to generate research that will help European cities and regions facilitate the long term inclusion of displaced people in a way that remakes local spaces. 1.Approaches to asylum and integration in the UK 1 1.1 1945 – late 1990s 2 1.2 Late 1990s-2010s 4 2. Scotland, immigration and asylum 9 2.1 Integration, networks and governance in Glasgow 15 3. Integration in Glasgow 17 3.1 Regeneration, accommodation and urban exclusion 17 3.2 Education and developing linguistic competences 19 3.3 Integration into the labour market and skills training 21 3.4 Gender dynamics of reception and integration 23 4. Appendix A: Abbreviations and Acronyms 25 5. Appendix B: Selected relevant legislation and policy 26 8. Appendix C: UK Asylum and Refugee Pathways 27 9. References 28 1. APPROACHES TO ASYLUM AND INTEGRATION IN THE UK Integration is a concept with a long history that goes to the heart of how we understand the kinds of social relations that characterise modern societies, from rural to urban, from kinship to community. This dynamic has been recast in thinking about the integration of new groups, voluntary and involuntary migrations, and the UK as well as most European countries presently occupied with coming to terms with how this renews and/or unsettles established social and political configurations. Here integration starts to become a debate that describes not only processes of change that occur among groups, but what a principled position on that change should resemble.
    [Show full text]