Comparing the past with the present changes;
“Match Girls Ignite a Flame of Change: The 1888 Strike That Shook London”
In the sweltering summer of 1888, a group of young women working at the Bryant and May match factory in London’s East End took a courageous stand. Their gruelling labour, hazardous conditions, and meagre pay had pushed them to the brink. These match girls, often starting their factory life at just thirteen years old, faced fourteen-hour shifts, standing all day, with minimal breaks and virtually no financial recognition.
The Factory’s Cruel Demands
The match workers dipped wooden sticks into a solution containing phosphorus, antimony sulphide, and potassium chlorate to create matches. Their fingers were disregarded, and dangerous machinery was operated without concern for safety. Abuse from foremen was commonplace, and fines were imposed for minor infractions, further reducing their already meagre wages. Some girls even worked barefoot due to poverty, and dirty feet led to additional fines.
The Horrific Consequences
One of the most devastating outcomes was “phossy jaw,” a painful bone cancer caused by phosphorus exposure. Faces disfigured, lives shattered, and yet the factory continued to thrive financially. Shareholders received dividends of 20% or more while the match girls suffered.
The Strike
In July 1888, these resilient women decided they had endured enough. They walked out, demanding fair treatment, better wages, and safer conditions. Their strike echoed through the East End, inspiring other unskilled workers to unionize and fight for change. The match girls secured some labour rights for themselves and left an indelible mark on Britain’s labour movement.
Bridging the Gender Pay Gap: A Historical Perspective
The gender pay gap, also known as the disparity in incomes between men and women for doing the same work, has been a persistent issue throughout history. In this blog post, we’ll explore the evolution of the gender pay gap, compare salaries of female workers in the 1960s to 2024, examine changes in corporate structures, highlight industries that embrace gender equality, discuss UK government policies, and share an anecdotal story. Let’s dive in!
Early History of the Wage Gap
The gender wage gap likely dates back to the beginnings of civilization, but it emerged as a political issue in the United States during the 1860s under the rallying cry of “Equal Pay for Equal Work.” Advocates like Susan B. Anthony and Elizabeth Cady Stanton championed bridging the wage gap, but progress was slow1. Women eventually won the right to vote in the US with the ratification of the 19th Amendment in 1920, yet the wage gap persisted.
Salaries in the 1960s
In the 1960s, women earned significantly less than men. For instance:
Male Manual Workers:
1960: Average male manual wage - £14 per week (£728 annually)
1968: Average male manual wage - £22 per week (£1,144 annually)
Female Manual Workers:
1960: Average female manual wage - £7 per week (£364 annually)
1968: Average female manual wage - £11 per week (£572 annually).
Corporate Structures and the Glass Cliff
Corporate leadership structures have historically failed women, especially in the C-suite. The “glass cliff” phenomenon places women in precarious leadership positions during times of crisis, often resulting in their failure. Despite progress, the gap to equity widens at times, hindering women’s advancement3. However, recent legal victories, such as the European Court of Justice ruling in favour of Tesco workers, reinforce the idea that roles of shop floor workers can be compared to those of colleagues in distribution centres for equal pay purposes.
Industries Embracing Change
Some industries have made strides toward gender equality:
Tech: Companies like Google and Microsoft actively promote diversity and inclusion.
Finance: Initiatives like the Women in Finance Charter encourage gender balance in financial services.
Healthcare: Female representation in healthcare leadership roles has improved.
Education: More women hold leadership positions in academia.
UK Government Policies and Legal Action
However, a recent report by the Institute for Fiscal Studies suggests that government policies have had minimal impact on the gender pay gap over the past 25 years. Legal victories, such as the Tesco case, provide hope for progress.
An Anecdotal Story
Meet Pam Jenkins, a Tesco employee. She says, “Knowing that male colleagues in distribution centres are being paid more is demoralising.” Pam hopes Tesco recognises the contribution of shop floor workers and reflects it in their pay.
Conclusion
The gender pay gap remains a complex issue, but awareness, legal action, and industry initiatives are steps toward closing it. Let’s continue the fight for equal pay and a more equitable future.
References
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