Thank you for highlighting the national scandal of the continuing gender pay gap (Editorial, April 1). A carrot and stick approach is required, and requiring all employers to conduct equal pay audits is definitely a vote-winner with trade unionists.

I know of few women who have a "satisfying work-home-life balance". Current working practices force parents and carers to juggle a whole host of competing demands. A real right to work flexibly for all workers, along with quality part-time working options, could make a very positive difference.

As you point out, changes to cultures and stereotypical assumptions on male and female roles are also required. The silence on addressing occupational segregation issues in the current debate on skills is deafening from both the opposition and the Scottish Government. We have to tackle the gender barriers to better jobs for the boys and the girls. Until we are truly joining up our economic development, skills and learning policies, with equal opportunities issues, the pay gap will continue to blight the lives of generations to come.

Mary Senior, Assistant Secretary, Scottish Trades Union Congress, 333 Woodlands Road, Glasgow.

The gender pay gap, as highlighted in your editorial (April 1), does not necessarily mean that there is unequal pay between men and women who undertake the same work. The gender pay gap simply reflects the difference between the average wage paid to men and women who are in work. That difference, I would suggest, is a result of many factors, both positive and negative, of which unequal pay is but a small element.

There is a pay gap between those in promoted posts and those in more junior positions. Those who are most likely to be promoted tend to be ruthless, conniving, duplicitous or aggressive characters. Unfortunately, these tend to be male characteristics and must increase the gender pay gap. No amount of equal pay legislation, other than the imposition of a national fixed wage in place of the national minimum wage, will address that problem. As highlighted in the editorial, it is important that we change attitudes and encourage what you have termed "female-friendly" employment practices for both men and women. Creating flexible-hours contracts and promoting individuals on ability rather than on the basis of stereotypical status would be moves in the right direction.

Another factor in the gender pay gap is the amount of work an individual undertakes. Surely it is a matter for each individual to decide on how much work he or she undertakes. It would be a sad day if women were not allowed to undertake part-time work or work for which they were over-qualified simply in order to prevent these individuals from pulling down the average pay of their gender.

Sandy Gemmill, Edinburgh.

You have argued succinctly why we cannot continue allowing Scottish women to face a pay gap which is 15% and growing. The principle of equal pay for equal work is one which should be upheld at all costs. Therefore, I found it disturbing that the Deputy First Minister did not highlight any clear further action on this point.

I have, as a result, written to the First Minister to call for the setting up of a task group to address the specific problem of the gender pay gap in Scotland. I look forward to his response.

Catherine Stihler, MEP for Scotland, 25 Church Street, Inverkeithing.