Governments and Social Partners Initiatives in addressing the Gender Pay Gap Christine Aumayr-Pintar...
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Transcript of Governments and Social Partners Initiatives in addressing the Gender Pay Gap Christine Aumayr-Pintar...
Governments and Social Partners Initiatives in addressing the Gender Pay
Gap
Christine Aumayr-Pintar
Seminar on
Gender Pay Gap: European Perspectives
27 February 2013European Union House, Dublin
European Foundation for the Improvement of Living and Working Conditions (Eurofound)
• Established in 1975 in Dublin
• EU Agency
under auspices of
DG Employment, Social Affairs and Inclusion
• Tripartite Board
(Business Europe, ETUC,
National Governments, European Commission)
‘To provide information, advice and expertise – on living and working conditions and industrial relations in Europe – for key actors in the field of EU social policy on the basis of comparative information, research and analysis’
Overview
1. What can we learn from studies that “adjust the gap”?
2. Governments and social partner initiatives until 2009
3. The case of Austria: Pay transparency within the Gender equality national action plan
Adjusted and unadjusted gender pay gap
“Adjusting” the gender pay gap
Unadjusted gap:
Difference between
earnings of men and women
Type of contract
Personal characteristics, family
Job history, tenure
Job, company and workplace characteristics
Contextual variables (e.g. regional unemployment)
Institutional variables (e.g. bargaining system)
Adjusted gap:
“Discriminatory
component”
“holistic approach” –
Rubery, Grimshaw, Figueiredo (2005)
Contractual characteristics
Job/Firm characteristics
Personal characteristics
Job history
Contextual variables
Industrial relations variables
Education, age, family status
Sector, occupation, firm size
Coll. agreement, works council, member of trade union
Summary of 27 national Studies on the GPG
Mapping of quantitative adjustment studies and qualitative studies
• Personal characteristics (age, education, …) account for an increasingly smaller fraction of the Gender Pay Gap (GPG), but: Occupational or horizontal segregation
Vertical segregation and stereotypes
Care responsibilities
Work experience and tenure
Life course, career development
Job valuation
Industrial relations and collective bargaining
Direct influence of social partners
Industrial relations impact: findings of quantitative studies
• Centralised wage bargaining reduces GPG Ireland, Spain: sectoral level bargaining
• Having a works council or a collective wage agreement reduces GPG Germany
• Introduction of minimum wages or social security thresholds Bulgaria, UK
• Predominance of Trade Union representation in male sectors increases the GPG Hungary, Ireland
Government initiatives (until 2009)
Benefitting low paid occupations
Monitoring/transparency
Legislative support for CB
AT, 2007: Legal claim to premium rates forovertime extended to part-time
FI/NO: Subsidise wages in fem. sectors
where valuation and competencies show a high gap;
DK/SE/IT: companies with more than 35, 10, 100 employees are obliged to report on and prevent GPG;-> 2011: AT; PL?
RO/NL: Labour inspectorates
DK: Tripartite pay commission
FR: Genisson law to abolish GPG through CB at
company level
Intensifying the bargaining process in sectors & companies
better diagnostic instruments to identify occupational equality
financial penalty for companies who failTo submit plans for abolishing the GPG-> 1% of the payroll (1st jan 2012)
Trade union initiatives (until 2009)
Awareness raising
Monitoring the wage gapInternal changes
Equal pay daysAT, BE, CZ,
DK, EE, HU, NL
Most often not linked to pay directly but Gender Equality in general
Members,representatives
employers/employees
wider public
Online tools
DK: Fagligt Fælles Forbund, 3F – gap at workplace level: > 5%: contact your TU
DE: DGBwage indicator for women
HU: e-wage barometer10.000 items on wages,work and employment
Training of representatives
Quota
UK:TUC: Project for improving officer’s ability to bargain over equality issues
EE: EAKL provide their officers with Handbooks to promote GE in wage setting
BE: ACV/CSC: 1/3 women in governingboard (target 2006, not reached yet)
Employers organisations initiatives (2009)
• Work–life balance
Women’s entrepreneurship
Quota systems
UK: Employers for Work–Life Balance Alliance
IT, SE: Employers org. ask for more childcare and/or tax deduction initiatives
SI: Family certified enterprise
RO: Entrepreneurial school for women’ (ESF project)
SE: Federation of Swedish farmers: Academy of gender equality
PL: Media Campaign: ‘How good to be a businesswoman!’
Few examples
DE: some individual companies (e.g Daimler)
DK: Dansk Industri, DI: database called ‘Women on board’
Joint initiatives (until 2009)• Information disclosure on wage
• differentials
Wage increases for low-paid occupations and other benefits
Job valuation
NO: Shop stewards have access to information on wage differentials for use in company-level bargaining, this access is regulated through collective agreements at central or local level.
SE: Jämställdhetspotten: provides additional pay to low paid employees, mainly women. Central coll. agreement + local bargaining.
FI: public sector 2007 CA: equality allowance of 2% for qualified employees in some female-dominated Occupations (e.g. nursery schools).
NO: Public sector: Social Partners can agree that women will be prioritised in company level bargaining (2008 and 2009). Private sector: special pay increases collectively bargained for low-wage groups.
LT: “Model collective agreement” by national social partners, including Methodology for the Assessment of Jobs and Positions.
BE: EVA project: reform the system of classifying jobs. Increased nr. of sectoral joint committees deal with it.
NL: Tripartite labour foundation: introduced “checklist on equal pay for payment systems.
Increase of minimum wages (e.g. BG, UK, SE)
3. Pay transparency: The case of Austria
• One of the highest GPG in Europe (>25% 2010; 14-18% adjusted)
• Government launched national action plan on gender equality
• Wide ranging social partner consultations
May 2010: Social partner agreement on 16 selected measures
• Gender sensitive information on education & occupational choice in the 7th and 8th grade
• Make gender sensitive occupational choice compulsory in teacher’s training curricula
• Information campaign for fathers to spend more time with the family
• Working group for the further development of tax incentives related to overtime and part-time in a gender-sensitive way
• 3 measures in relation to the offer of child care services• Evaluation of all family-benefits in relation to their impact on
gender equality & assessment whether they can be substituted by benefits in kind
• Increase of maternity-leave benefits for self-employed women and farmers
• Online pay calculator• Guidelines for works councils, HR professionals etc. for the
analysis of pay gaps and job evaluation• Pay transparency in job announcements• Definition of equal work acc. to the ECJ in the joint guidelines
for negotiators• Joint guidelines of the social partners to foster equality within
collective agreements• Income transparency reports• Increase in the number of female board members
Diversify education & occupational choice
Increase participation and full-time employment of women
Infrastructure for reconciling work and family life
Transparent pay
Increase in the number of female board members
Transparent pay
Online pay calculator Pay transparency in job announcements Income transparency reports
Income transparency report – the instrument
Step-by-step roll-out Every two years Anonymised Average or median pay by occupational category as of the
collective agreements disaggregated by gender For the works council or accessible for employees Experiences so far:
Trade unions: some reports do show discrimination: what to do now? Employers: reports do not show discrimination (fieldwork bonuses,
overtime payments… )
Year Company size
2011 1000 +
2012
500+
2013
250+
2014
150+
? 25+
Conclusions and outlook
• Hard to disentangle pay initiatives from more Gender Equality related ones
• Some promising initiatives across Europe re. addressing direct discrimination monitoring/transparency job re-evaluation & collective bargaining
• Do the initiatives on equal pay reach the company level?
• Little (reported) Social Partner/Government engagement in addressing the causes of segmentation: Choice of profession, re-qualification
• Social Partners are aware, but also need to put a focus on Gender equality/equal pay in own organisations More focus in collective bargaining – also to ensure company level
outcomes.
Thank you for your interest. Do you have any questions?
Dr. Christine Aumayr-Pintar
www.eurofound.europa.eu