Titlebook: Sex Discrimination in the Labour Market; Brian Chiplin,Peter J. Sloane Book 1976 Palgrave Macmillan, a division of Macmillan Publishers Li

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Non-Market Work and the Family,follows from the fact that much of what passes for discrimination can be seen as stemming from the role differentiation implied by the organisational framework of the family. If indeed women are to achieve full equality in the labour force some reassessment of the traditional division of labour in t

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,Women’s Role in Employment,he work force in the decade up to 1970. Furthermore, in the more advanced countries generally the female labour force is expected to grow by 36 per cent (68 million) in the period 1970–2000, compared with a projected growth of 31 per cent in the male labour force,. and Britain will share in this gro

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Occupational Discrimination and Equal Opportunities Legislation,found it necessary to legislate in both areas. For the danger of legislation to enforce equal payment between the sexes in isolation and without full regard to the long-run relative costs of employment of each type of labour from the point of view of the individual enterprise is that inequality of o

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,Women’s Future Role in the Economy,tially lower earnings than men. Neither of these factors can by themselves be taken as indicative of the extent of discrimination in operation against women; they may to a considerable degree merely reflect underlying economic forces and the application of rational free choice by women themselves.

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Personal Characteristics and Hiring Practices: Informational Aspects of Discrimination,them to be less qualified and more unreliable and to have a higher turnover than men on average, and if there are high costs of obtaining information about the characteristics of individuals. Thus an analysis of employer hiring practice is vital to an understanding of sex discrimination.