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true facts and pictures of the 1984-1985 miners strike by: apache76@live.co.uk

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​Monopsony is a labour market structure in which there is a single powerful buyer of a particular type of labour. For example, the main buyer of the labour of doctors and nurses is the NHS or large employers such as Capita, G4S, Amazon and Sports Direct.

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Mr. Clifford's app is now available at the App Store and Google play. His mobile app is perfect for students in AP microeconomics or college introductory micro courses. It is designed to help you ace the exam, final, or AP test. The app includes over 60 new economics videos that are not available on YouTube.

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The BBC is facing a backlash from female stars over pay after revealing that only a third of its 96 top earners are women and the top seven are all men.

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What are the top 10 BBC salaries for 2017?
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1. Chris Evans £2.2m - £2.25m

2. Gary Lineker £1.75m - £1.8m

3. Graham Norton £850,0000 - £899,999

4. Jeremy Vine £700,000 - £749,999

5. John Humphrys £600,000 - £649,999

6. Huw Edwards £550,000 - £599,999

7. Steve Wright £500,000 - £549,999

= 8. Claudia Winkleman £450,000 - £499,999

= 8. Matt Baker £450,000 - £499,999

= 9. Nicky Campbell £400,000 - £449,999

= 9. Andrew Marr £400,000 - £449,999

= 9. Stephen Nolan £400,000 - £449,999

= 9. Alan Shearer £400,000 - £449,999

=9. Alex Jones £400,000 - £449,000

10. Fiona Bruce £350,000 - £399,999

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Chris Evans is the BBC's best-paid star, collecting at least £2.2m in the last financial year according to an unprecedented list of top earners published by the corporation on Wednesday that revealed a significant gender imbalance. The best-paid female star, Claudia Winkleman, was paid just a fifth of what Evans collected, between £450,000 and £500,000.

Alex Jones, presenter of The One Show, is the only other female star to be paid more than £400,000 by the BBC, while 12 men are paid more than that amount. Clare Balding, the sports presenter, received about a tenth of Gary Lineker's pay, earning £150,999-£199,999 compared with his £1.75m-£1.79m. Graham Norton was paid £850,000-£899,999 according to the list, but this does not include proceeds from The Graham Norton Show, which is made by an independent production company and is thought to take his earnings above £2.5m.

There are some high-profile female absentees from the list of actors, presenters, journalists and panellists who were paid more than £150,000 in the last year. Emily Maitlis, the news presenter, Sarah Montague, the presenter of the Today programme on Radio 4, and Louise Minchin, who presents BBC Breakfast, earn £150,000 a year or less, according to the disclosure. This is despite their co-presenters on BBC shows making the list, including John Humphrys, who presents Today and Mastermind and was paid £600,000-£649,999.

Harriet Harman, the Labour MP, said there was "clearly discrimination" at the BBC and that the corporation needed to change. "It is very important that the lid has been lifted on this pay discrimination in the BBC," Harman, the longest-serving female MP, told BBC News. "Although everybody will think it is very unfair and outrageous, this is a moment when it can be sorted out.

"The BBC needs to set an example. This is public money and people don't want their money to be spent unfairly. Public money shouldn't be spent in a way which is discriminatory. When you look at the structure and the pay, it is clearly discrimination. Now that it is out in the open, it will have to change."

Theresa May, the prime minister, accused the BBC of paying women less than men for doing the same job. "I think what has happened today is we have seen the way the BBC is paying women less for doing the same job as the men. I want to see women paid equally with men," she said in an interview with LBC.

Agents for a group of the BBC's female stars are understood to be preparing to demand that the corporation's bosses offer their clients a pay rise. Lawyers have also warned that the BBC faces sexual discrimination lawsuits.

Keely Rushmore, senior associate at SA Law, said: "The statistics could well lead to claims of sex discrimination by female stars. The BBC will need to show that the difference in pay is not directly on the grounds of sex, but also that - to the extent that it asserts it relates to other factors such as viewers' demands and preferences - the differential treatment is justified."

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News presenter Emily Maitlis does not make the list of top earners. Photograph: unknown/BBC

The BBC fought against the list being published, claiming that it would create a "poacher's charter" and drive up salaries in the media industry, but it was forced to by the government as part of its new 11-year royal charter.

Asked whether the BBC was expecting legal action over the gender pay gap, Tony Hall, the director general, said: "We will be working carefully and managing our relationship with the talent on which we depend. That's a job we have got to do. I want to get the very best talent working for the BBC and the best relationships with them."

Hall insisted the BBC was "more diverse than the broadcasting industry and the civil service", but admitted there was more to do following the pay disclosure. "I feel reinvigorated in one of the things I really believe, which is getting by 2020 equality on the air between men and women and in pay as well," he said.

However, Jane Garvey, the BBC radio presenter, hinted on Twitter at the frustration within the corporation. Garvey, who was also not on the list, said: "I'm looking forward to presenting BBC Woman's Hour today. We'll be discussing #genderpaygap. As we've done since 1946. Going well, isn't it?" Maitlis and Montague both retweeted Garvey's comment.

Jeremy Vine, the radio presenter and the BBC's fourth-best paid star, on £700,000 to £749,999 , admitted the organisation was "really hurting" following the revelations.

Humphrys supported the disclosures, but said he was "not happy" that his female colleagues on the Today programme, Montague and Mishal Husain, who was paid £200,000 to £249,999, were not among the top 10 highest paid. Referring to his female colleagues, Humphrys said: "I'm not happy with that. I don't think that is right."

Asked on Radio 4's Media Show whether he was worth his salary, Humphrys said: "If you compare me with lots of other people - a doctor who saves a child's life, a nurse who comforts a dying person, or a fireman who rushes into Grenfell Tower - then of course you couldn't argue that I am not worth twopence halfpenny.

"However, we operate in a marketplace, and I think I provide a fairly useful service. Somebody has to do the job of trying to hold power to account and speak the truth about all that stuff."

The BBC has published the list of stars in £50,000 bands. It does not include payments to staff from production companies or BBC Worldwide, which generates commercial revenues. This means some high-profile BBC figures are not included, such as the stars of The Great British Bake Off, Sherlock star Benedict Cumberbatch, and Sir David Attenborough.

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The BBC director general, Tony Hall. Photograph: Dominic Lipinski/PA

However, programmes produced by the BBC, including EastEnders, Casualty, and Strictly Come Dancing, are included.

Evans's work for the BBC in the past year included his Radio 2 breakfast show and Top Gear. He is understood to have received extra payments for presenting Top Gear from BBC Worldwide that are not included in this list. Evans said on Wednesday that it was "on balance right and proper" that the BBC made the disclosure.

Among the actors on the list, Derek Thompson, who plays Charlie Fairhead in Casualty, was the best paid. He received £350,000 to £399,999 in the last year. In entertainment, the judges of Strictly Come Dancing were all paid more than £150,000. Len Goodman and Bruno Tonioli were paid £200,000 to £249,999 and Darcey Bussell and Craig Revel Horwood £150,000-£199,999.

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How does BBC pay compare to its competitors?
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The reason the BBC was told to publish the list of top earners was to demonstrate whether it is delivering value for money - in other words, whether it pays in line with the market. Given that no other broadcaster publishes the pay of its stars this is difficult to prove, but Tony Hall, the director general, insists the BBC aims to pay people at a discount to the market while Gary Lineker, one of the top earners, insists he has been offered more lucrative deals to leave. One publicly available pay deal is for Paul Dacre, the editor of the Daily Mail, who gets £1.5m a year - which would put him second on the BBC's list behind Chris Evans.

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The BBC also revealed that 106 senior managers earned more than £150,000 last year, a list it has published in the past. The corporation now spends £42.2m a year on senior managers, compared with £78.5m in 2009. The best-paid executive in the last year was the director general, Hall, who collected more than £450,000.

The bill for the 96 on-air stars was £28.7m, a reduction from the more than £31m the BBC spent on its leading talent in the previous year. The BBC said that the top earners on its list represented less than 0.25% of the 43,000 talent contracts that it handled last year.

BBC earners

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BBC facing backlash from female stars after gender pay gap revealed

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The BBC is facing a backlash from female stars over pay after revealing that only a third of its 96 top earners are women and the top seven are all men. Chris Evans is the BBC's best-paid star, collecting at least £2.2m in the last financial year according to an unprecedented list of top earners published by the corporation on Wednesday that revealed a significant gender imbalance.

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"I ALWAYS wanted to be a mum," says Meghan, a British woman with two children. She wanted a career, too, and worked hard for it, earning a degree in economics and accounting, and taking professional exams. At a big accounting firm in London, she managed junior employees. When her daughter was born she faced a choice between her career and being the mother she wanted to be. After her boss refused her a flexible work schedule, she quit. Six years later she is a childminder, earning a fraction of her former salary. Now divorced, she says that a professional role in accountancy would have been financially better for her family. But finding one with hours that worked for a single parent seemed impossible.

Stories like this sum up the "motherhood penalty" to women's careers. It is the main reason why the pay gap between men and women in rich countries is no longer narrowing. Employers view long hours as a sign of commitment and leadership potential. But from scarce, pricey child care to short school days, the world is organised for families with a parent at home-and that is usually the mother.

In the rich and middle-income countries that make up the OECD, the median wage of a woman working full-time is 85% that of a man. This is not, as many assume, because employers pay a woman less than they would have paid a man in her place. Data from 25 countries collected by Korn Ferry, a consultancy, show that women earn 98% as much as men who do the same job for the same employer. The real reason is twofold. Women outnumber men in positions with lower salaries and little chance of promotion. And men and women are segregated between occupations and industries; those where women predominate pay less.

Just a fifth of senior executives in G7 countries are female. Across the European Union supervisors are more likely to be male, even when most of their underlings are female. Nearly 70% of working women in the EU are in occupations where at least 60% of workers are female. The top four jobs done by American women-teacher, nurse, secretary and health aide-are all at least 80% female.

Occupations dominated by women have lower status and pay. Primary teachers in the OECD earn 81% of the average for graduate jobs. Nurses earn less than police officers; cleaners less than caretakers. Women's lower earnings mean that after divorcing or being widowed, they often end up poor. And skewed workforces can be a problem for firms-and for society. BHP Billiton, a mining company, has found that sites with more women are run more safely. Heavily male police forces and female nursing corps are unlikely to have the best mix of skills, experience and priorities to deal with crime victims and patients of the opposite sex. One theory for why boys do worse than girls in school is the shortage of male academic role models.

The gender pay gap would shrink if men moved into female-dominated jobs and vice versa. But in America such workplace gender integration stalled about a decade ago after steadily increasing for more than two decades. A study of 12 European countries concluded that between 1995 and 2010 the share of female workers in most occupations changed little. A similar pattern has been found in Australia.

Two roads diverge

Men and women are free to study what they want, and discrimination at work has been banned for decades. But there is plenty of evidence that workplace segregation, and men's and women's differing career paths, cannot be explained away as a matter of differing preferences.

Research in Canada has compared reactions to ads for the same jobs that used stereotypically masculine words (leader, competitive and so on) or feminine ones (such as support, interpersonal and understand). Women found the "masculine" jobs less appealing, but not because they felt they would be unable to do them. They read the words as a signal of a male-dominated workplace, where they would not belong.

Stereotypes that discourage men from female-dominated jobs are at least as ingrained. Florence Nightingale, who established the principles of modern nursing in the 1890s, believed that men's "hard and horny" hands made them unsuitable for the job, "however gentle their hearts". Some American nursing schools started admitting men only in 1981, after a Supreme Court ruling.

A plethora of programmes and campaigns encourage girls into science and engineering. And they now have role models aplenty. But campaigns to get boys into teaching and nursing are few and far between. Men who become nurses often stumble into the job. Marius Malmo at the Stavanger University Hospital in Norway explains that, after he failed to get into the police academy, a policeman offered friendly advice: nursing, he said, used the same "people skills". He decided to try it for a year before reapplying to the police, but loved nursing and stayed. He says he likes intensive care and operating theatres, because they are "where the action is".

Neither choice of field nor lack of ambition can explain why the share of women shrinks higher up the career ladder, even in industries that women dominate. The proportion of business and management degrees earned by women has grown steadily, but that of women in managerial and senior jobs has not kept pace. In America about half of college degrees in business awarded since 2000 have gone to women, but the share of senior executives who are female has remained stuck at one in five.

Women used to be less likely to ask for promotion. No longer: a survey by McKinsey in 2016 found that women in corporate America asked at the same rate as men. It also found that women and men were promoted at similar rates, except at the lowest rungs of the career ladder, where women lagged behind. A possible reason is that managers are reluctant to promote women who are starting families, or are likely to do so soon.

It so happens that the opportunity for the critical first promotion often coincides with wanting to start a family. Data from Britain show that the age at which women's pay starts to fall behind men's tracks the age at which they typically have their first child (see chart). Claudia Goldin of Harvard University has found a similar pattern for college-educated American women.

A survey earlier this year of America, Australia, Britain, France, Germany and Scandinavian countries by The Economist and YouGov, a pollster, gauged how children affected working hours. Of women with children at home, 44-75% had scaled back after becoming mothers, by working fewer hours or switching to a less demanding job, such as one requiring less travel or overtime. Only 13-37% of fathers said they had done so, of whom more than half said their partner had also scaled back.

When women give priority to caring for toddlers they fall behind. A recent American study put the motherhood penalty-the average by which women's future wages fall-at 4% per child, and 10% for the highest-earning, most skilled white women. A British mother's wages fall by 2% for each year she is out of the workforce, and by 4% if she has good school-leaving qualifications. Jennifer Young, an American mother with a degree in mechanical engineering, had been out of the workforce for 13 years when Cummins, an engineering firm, offered her a re-entry internship in engineering last year. She had been sure that a part-time or administrative job was her only possible route back to work.

Some new mothers leave their jobs because they prefer to be their children's main carers. But they are also influenced by censorious attitudes. In many countries the common opinion is that having a working mother is harmful for pre-school children. Germans call a working mother of small children a Rabenmutter (raven-mother). When Anna, an academic in Berlin, returned to work full-time her nine-month-old daughter was the youngest child the nursery had ever taken. "They had no idea what to do with her," she says. A German father says his mother-in-law lamented that putting their toddlers in child care would turn them into "drug-dealers".

Often, the high cost of child care makes the decision to leave work a forced one. In America full-time child care costs 85% of the median rent. And even where it is subsidised, mothers often go part-time because the school day ends long before the working one. But part-time jobs are usually a career dead-end.

Many women switch to jobs requiring less education or experience. Nearly a third of working women in Britain say they are overqualified for their jobs, compared with less than a quarter of men. In America only 15% of women with graduate degrees in science and engineering, which are in short supply, were employed in their specialism in 2011, compared with 31% of men. And nearly a fifth were out of the labour force, a share twice as high as among similarly qualified men.

That men are typically paid more than women who are at a similar stage in their working lives helps explain why it is usually the mother who sacrifices her career for the sake of the children. But there are other reasons, too. New fathers are usually further along in their careers than new mothers are, for the simple reason that most men are older than their wives.

Skewed perceptions within households may also play a part. Although men are doing more child care than their fathers did, our survey suggests that they may overestimate how much (see article). And they seem not to realise how much motherhood harms their partner's career. Those men who go beyond changing nappies or dropping children off at school can feel painfully conspicuous. Tim Rutherford-Johnson, a British man who cared full-time for his children when they were small, says that in the playground he used to announce right away that he was a stay-at-home father. "I felt as if there was a big question-mark over my head," he says.

Government policies also play a role in men's and women's decisions about how to combine parenthood and jobs. They do more than raise or lower the cost of working for women. They shape men's and women's expectations for their own and each others' careers-and companies' decisions about whom to hire and promote.

Many countries have offered paid maternity leave for decades. When it lasts a year or less, it boosts women's employment. In America, the only rich country without legal entitlement to maternity leave, a quarter of women return to work within ten days of giving birth. But many never return because they cannot bear the thought of leaving a newborn in child care, or because paying for it would wipe out all or most of what they earn.

When maternity leave is longer than a year, it reduces women's overall participation in the workforce and widens the gender pay gap, says Olivier Thévenon of the OECD. Long periods away from work can make skills rusty. And too-generous arrangements can backfire. A German woman has the right to return to her job after three years' maternity leave. In many countries mothers of young children are harder than other employees to fire. The difficulty of covering for such long absences, and the fear that the occasional unsackable mother will slack when she returns to work, may put firms off hiring or promoting young women, even though such discrimination is illegal.

In the 1970s the Scandinavian countries were the first to offer parental leave, to be shared as parents wish. But few men took it. Making the pay more generous and earmarking some of it for fathers helped. In Sweden and Norway, which replace 80-100% of earnings, about 90% of fathers now take parental leave. In Germany a two-month bonus for fathers who take some of the shared parental leave increased take-up by new fathers from 21% to 34% between 2008 and 2014.

If no parental leave is reserved for fathers, couples usually decide that the mother should take all of it, partly because she has stayed at home post-partum and therefore knows the ropes. That decision can shape a couple's future, says Jeremy Davies of the Fatherhood Institute, a charity, as it confirms the mother as the parenting expert. Then it is easier to relegate her career to second place. In Sweden, which increased the parental leave earmarked for fathers from two months to three in 2016, one study estimated that every month of leave a father took boosted his partner's salary four years later by 7%.

Although a growing number of countries are expanding paternity leave, few cover two-thirds of earnings, the level recommended by the OECD. In Britain, where some parental leave can be shared but paternity pay is low, many men give up the idea of taking a career break when they realise just how much it would cost, says Mr Davies. "So progressive couples end up like families in the 1950s."

Seemingly gender-neutral policies for parents may be used by fathers and mothers in different ways. After American universities expanded parental leave for fathers, for example, some male academics used their leave to write books rather than to do child care, thus enhancing their promotion prospects.

Children do not stop needing to be looked after when they start to walk. Among OECD countries, greater public provision of child care and education for children aged under five is strongly correlated with higher employment rates for mothers of young children. One ten-country study concluded that halving the price of child care increases the total number of hours worked by mothers by 7-10%.

In Germany a legal right to a place for children in kindergarten from the age of three, introduced in 1996, led a third of mothers who could not otherwise afford kindergarten to start working, though mostly part-time. The extra taxes they paid covered about 60% of the policy's cost-and that is without taking account of the likelihood that they would earn more for the rest of their lives, too. In Britain, by contrast, the government's offer of up to 30 hours of free care for three- and four-year-olds had only a modest effect on how much mothers worked, possibly because the hours on offer are too few and cannot always be taken when suits parents best. Nurseries were paid too little for those hours, which probably reduced quality and put some parents off.

To help mothers, help fathers too

Even with wisely designed maternity policies, generous child care and Scandinavian rates of paternity leave, women will not catch up with men at work without a broader shift towards flexible working. That would also help men to be better fathers. Fewer now aspire to be just a breadwinner. Research by the Diversity Council of Australia found that more than a third of young fathers had seriously considered leaving their organisation because it would not let them work flexibly. Though Australian men ask for flexible working less often than women they are much more likely to be rejected. In Britain nearly half of young fathers say they would like to shift to a less stressful job, the better to balance work and family. But they are twice as likely as women to think that doing so would harm their careers.

"Even Google is against me," exclaims a Dutch father at a gathering about paternal leave, which is just two days in the Netherlands. When he searched for advice on combining fatherhood with work, the search engine asked if he had meant "motherhood and work". As men's and women's aspirations converge, the responses to the two queries will look increasingly similar.
Correction (October 11th, 2017): This article originally stated that after Britain expanded parental leave, some male academics used the time to write books. In fact it was American universities that expanded parental leave-with the same results.
This article appeared in the International section of the print edition under the headline "The gender gap"

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"I ALWAYS wanted to be a mum," says Meghan, a British woman with two children. She wanted a career, too, and worked hard for it, earning a degree in economics and accounting, and taking professional exams. At a big accounting firm in London, she managed junior employees.

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Gender Pay - Gap

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Monopsony Trade Unions Trade Unions Watch

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AC of labor MC of labor Real wage Employment Qm Wm Wc Qc

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Monopsony Trade Unions Trade Unions Watch the clip on the trade Unions in the 1980s and then read the Mirror article http://www.bbc.co.uk/history/people/margaret_thatcher#p00y3yfv http://www.mirror.co.uk/news/uk-news/margaret-thatcher-dead-how-bashed-1819966 Do you agree with Margaret Thatcher's Union Reforms? Making secondary picketing illegal Secret ballots of workers required before lawful strike action carried out Making closed shop agreements, where all employees had to be part of the same Union illegal Trade Unions Should the unions be reformed further?

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Positive discrimination - Yes, Minister - BBC

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The permanent secretaries are discussing the possibilities of positive discrimination of women in the workplace and all seem to be in favour of the idea, in principle that is. Watch more high quality videos on the new BBC Worldwide YouTube channel here: http://www.youtube.com/bbcworldwide

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One key feature of the UK labour market is the wide dispersion in weekly pay across different occupations and industries. This topic video explores some of the causes and looks at lots of recent contextual data on wage and earnings differentials.