Pay is a major determinant of the employment of under-represented groups. Sometimes, work is not financially rewarding for would-be workers. On the other hand, if pay is too high vis-à-vis market realities, it will act as a demand barrier to employment. And non-financial factors, such as the possibility for women to reconcile work and family life, also matter. How can “make work pay” policies help improve the employment prospects of under-represented groups? To what extent can family-friendly policies and flexible work arrangements, such as part-time jobs, facilitate access to employment for these groups?