An Analysis of the Gender Inequality Issues in the United Kingdom’s Employment Relationship—Based on the Current Situation and Theoretical Approach

Abstract

The impact of the Covid-19 epidemic on the British labor market has sparked concern for disadvantaged groups in employment relations. This paper examines the current state of gender inequality in the British labor market and the three theories that attempt to explain it: human capital theory, social and cultural norms theory, and institutional discrimination theory, to answer the question of how to improve gender inequality in the British labor market. Through a critical analysis of three approaches to equality and diversity and the principal actors in industrial relations, this paper concludes that a combination of liberal, radical, and diverse approaches is advantageous and that the state and main actors in industrial relations must collaborate more.