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This chapter considers the possible impact of a collective bargaining approach to the gender-pay gap, focusing on the Australian model. Australia is chosen because it combines a particularly high degree of collective bargaining coverage with a very low gender-pay gap and a common law background which perhaps has more in common with the UK system than does, for example, any of the Nordic countries. The Australian approach does not itself typify a collective bargaining one, given its reliance on a system of administrative tribunals. Nevertheless, the application of the ‘awards’ made by those tribunals through the collective bargaining system makes the approach suitable for study as one form of collective model.
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