Unions and employees’ access to non-wage benefits in Ghana: do unions minimize gender inequality of access?

Abstract

Purpose This study seeks to examine unions’ influence on employees’ access to paid holiday/leave, paid pension and social security payment by employers in Ghana. The study also finds out whether unions are potent at minimizing gender inequality of access to these benefits. Design/methodology/approach Data for the analysis are extracted from the 5th and 6th rounds of the Ghana Living Standards Survey (GLSS), 2005/2006 and 2012/2013, respectively, as well as the 2015 Ghana Labour Force Survey (GLFS). The study employs binary probit model with a selectivity-correction term as an estimation technique. Findings The findings indicate that trade unions significantly increase employees’ likelihood of having access to paid holidays/leave, paid pension and social security contributions. We also find that trade unions minimize gender inequality of access to these non-wage benefits. Practical implications The findings imply that trade unionism in Ghana is an effective mechanism for enforcing employers’ compliance with the provision of legal benefits to employees. It is also an effective tool for minimizing gender inequality of access to these benefits. Originality/value This research paper adds value to the literature by examining the role that unions play in minimizing gender discrimination with regard to access to non-wage benefits. Peer review The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-03-2024-0234

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 2 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.