Equal opportunities

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01 Nov 2010
France: Minimum income support scheme extended to people aged 18–25
New French legislation has removed the age restriction on the entitlement to means-tested welfare benefits offering financial support to jobseekers resident in France and on a low income. The previous regime excluded people under 25 years of age. The new law, which came into force on 1 September 2010, removed the age restriction but added a precondition that recipients of the benefit aged between 18 and 25 years must have worked for at least two years prior to being unemployed.
23 Sep 2010
United.Kingdom: Default retirement age to be abolished
In July 2010, the government published proposals for abolishing the default retirement age that forms part of current age equality legislation. The move, which proposes to take away employers’ rights to impose compulsory retirement on workers once they reach the age of 65, was welcomed by anti-ageism campaigners and trade unions. However, employers’ groups have expressed concern about the speed with which the change is likely to be introduced and its potential consequences.
10 Sep 2010
France: Initial appraisal of collective agreements on employment of older workers
The employment rate in France for people aged 55 to 64 years was only 38.9% in 2009 compared with the EU target of 50% for this age group by the end of 2010. New legislation requires all companies employing more than 50 people to be covered by a collective agreement signed by the social partners to boost the employment of older workers, or face a fine. Larger companies (more than 300 employees) have the option of producing an action plan. The 79 industry-wide agreements have a number of common themes.
03 Sep 2010
Italy: Same retirement age set for male and female civil servants
The Italian government has complied with a request by the European Commission to set the same retirement age for male and female civil servants. From 2012, female civil servants will retire at the age of 65 years instead of at 61. According to the government, about 25,000 women working in the public administration sector will be affected by the measure. The trade unions have contested the decision but the employers’ federation Confindustria has approved the measure.
10 Aug 2010
EU.LEVEL: New directive enhances social rights for self-employed workers
EU employment, social policy, health and consumer affairs ministers met in early June 2010 to discuss a range of employment-related issues. One of the main social policy innovations was a directive that will strengthen equality between self-employed men and women. The directive improves benefits, including maternity protection for self-employed women and female spouses of self-employed workers, and was subsequently adopted without debate by transport council ministers on 24 June.
23 Jun 2010
Germany: Gender impact of recovery packages investigated
A study investigating the impact of Germany’s recovery packages on male and female employment shows that these packages benefited male-dominated sectors and reduced employment decline among men. In contrast, female employment increased slightly, even though female-dominated services sectors were not targeted. The study warns that the crisis will hit these services sectors in the long run. Meanwhile, no policy measures have been taken to prevent a future decline in women’s employment.
13 May 2010
United.Kingdom: TUC survey assesses progress on equality bargaining
The latest equality audit carried out by the Trades Union Congress, covering 2009, assesses the progress made by trade unions on a range of equality indicators, with a particular focus on equality bargaining, where equal pay for women was a top priority. The audit reports a range of negotiating successes for trade unions, although the proportion of unions with up-to-date policies and guidelines on all the different aspects of equality was lower in 2009 than in 2005.
04 May 2010
Poland: Trade unions join women’s coalition to mark International Women’s Day
On 8 March 2010, annual demonstrations for women’s rights took place in many Polish cities to mark International Women’s Day. This year’s demonstrations were held under the banner ‘Solidarity in crisis – solidarity in struggle’. The organisers consisted not only of feminist groups but also some national trade unions. In Warsaw, four trade union organisations joined the feminist coalition the 8 March Women’s Alliance.
27 Apr 2010
TRANS.NATIONAL: Addressing the gender pay gap: Government and social partner actions
Wage differentials between men and women across Europe are a major policy concern for the European Commission and the social partners. This report provides an overview of national studies on the gender pay gap, and examines the policies and actions of governments and social actors to combat pay discrimination. The report first reviews quantitative and qualitative studies on the unadjusted and adjusted pay gap and examines the many factors cited to explain the wage differentials. Then it explores specific actions carried out by governments to reduce the gender pay gap, such as legislative measures, general recommendations, monitoring procedures and suppport for low-paid occupations. It also looks at joint initiatives and collective bargaining undertaken by the social partners, as well as highlighting successful good practice examples.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Austria
Despite continued efforts to reduce gender-related pay inequality, a series of studies provide evidence that there are still notable differences between the wages of female and male employees in Austria. This contribution presents selected data on pay inequalities between the sexes as well as the main reasons for these pay differentials, as identified by the most prominent studies on this issue. Finally, the views and stances of the social partners are briefly discussed.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Norway
The most important issue regarding the gender pay gap in Norway in 2009 is how to follow up on the recommendations from the 2008 Equal Pay Commission, and especially on whether or not an equal pay pot ought to be introduced, and if so which of female-dominated groups are to be covered. Since it has been proven that the most important factors behind the gender pay gap in Norway is not direct pay discrimination, but factors that lead men and women to choose work in different sectors, occupations and working time schemes, as well as the fact that women take more responsibility at home, efforts are also directed at creating more gender equality in the labour market. The Government has promised, among other things, to increase the parental leave period reserved for the father to 14 weeks (10 weeks currently), and also to find ways to fight involuntary part-time work.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – UK
In 2001 a report into equal pay in the UK found that there had been insufficient coordinated and concerted commitment from employers, trade unions and government. Today there is still disagreement among the social partners as to the underlying causes of the problem. Employers believe that the best way to close the gender pay gap is to remove barriers to equality of opportunity and have resisted calls from the unions for compulsory equal pay audits and greater transparency in pay. But the government’s new Equality Bill will make secrecy clauses unenforceable and enable the government to require employers with at least 250 employees to publish equal pay data.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Estonia
Gender pay gap is a problematic issue in Estonia, reaching almost 30% in 2007. Despite the policy developments in the field, no significant shift towards more equal pay can be found. Furthermore, the issue has generally not been included in social partner negotiations as it is not regarded as a priority issue. Still, research shows that two thirds of the pay gap remains unexplained. Therefore further research is needed and more attention should be drawn to gender equality in the society.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Belgium
With a gender pay gap of 84% (NACE-sectors C-K), Belgium can present a better result than most of the other EU-25 member states. On average, the gender pay gap in EU-25 is 74%. Moreover, between 2002 and 2006, the gender pay gap in Belgium reduced from 83% to 84%. The average EU-25 gender pay gap stayed stable at 74% during the period 2002-2006. Labour market segregation is seen as the main cause of the gap. The size of the pay gap also varies strongly according to the employment status. Over the last ten years Belgium’s equal pay policy of the social partners was primarily aimed at discriminations in occupational classification and facilitating the combination work/familiy life.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Spain
In spite of the increasing proportion of women in employment, the gender pay gap remains large in Spain, due to horizontal and vertical segregation, the unbalanced distribution of household and caring work between women and men and the persistence of sexism in the labour market and society at large. In the last few years, relevant governmental measures have been adopted, but their efficacy depends mainly on collective barganining. In the context of the current economic crisis, the government and the social partners are paying scant attention to the gender pay gap.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Finland
On average, women’s pay based on regular working hours is about 19% less than men’s in 2008. The difference is €583/month. From the different government platforms and equality programmes, it can be seen that the agenda of gender equality has remained quite similar between 1997 and 2008. Policy has been concentrated on the disadvantages of women’s labour market position and the widening of women’s career possibilities. However, the concrete achievements of the equality policy have been quite very limited.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Italy
In Italy, differences in pay between the genders are still wide. Although there are signs of a reduction in the overall pay gap, the component due to discrimination against women is still very large, and it is increasing. This report looks at the main legislative initiatives and actions by the social partners to address the problem directly. The report also emphasises the general marginality of the issue in Italy and the weak implementation of measures.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Germany
The gender pay gap and measures which might reduce it rank high on the agenda of the government and the social partner organisations, as can be seen from the many initiatives that have been launched over the last few years. However, while the unions claim that voluntary programmes and initiatives have not proved successful in reducing the gender pay gap and promoting gender mainstreaming and thus call for legislative action, the employers’ associations strongly oppose any mandatory measures by the government addressing issues such as pay and recruitment.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Sweden
Despite many years of legislation against gender discrimination and various political policies to facilitate the participation of women in the labour market, gender pay gap in Sweden is still a fact at 84 % at national level. Occupational segregation is considerably large in comparison to other European countries, both horizontal as women and men have different occupations and vertical as women do not reach as far in their careers as men. There are three types of wage-differences between men and women: structural, as female-dominated professions have lower salaries, positional, as men are over-represented in high positions, and direct, differences that can not be explained and therefore are considered to be discriminatory.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Hungary
As measuring the gender pay gap has its own difficulties, in Hungary the establishment of an autonomous (adequately representative) database - set up within the framework of an EQUAL project - and the abolition of structural and discrimination factors based on it, is a positive phenomenon. In addition to the creation of the Equal Treatment Authority, actively operating working bodies have been set up to meet the EU ROADMAP targets. Despite some success, there is yet a long way to go to eradicate the gender pay gap, not least creating awareness of the issue among the stakeholders.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Luxembourg
The gender pay gap in Luxembourg varies between 13.9% and 19.6% according to whether the medians or the averages of the gross monthly salaries are considered, or between 15.3% and 19.1% for median and average gross hourly wages. Of course, the observed reality lies between these two extreme cases. In Luxembourg, an Equality Delegate is appointed within each staff delegation, obligatory for companies employing at least 15 people. Its role is to defend the equality of treatment between the establishment’s male and female employees with regard to access to employment, to training and to professional promotion, as well as pay and working conditions. There is also a governmental consultative body responsible for studying all matters relating to women’s activity, training and professional promotion where the social partners are represented: the Women Work Committee.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – France
Analysis of the gender pay gap, which is globally fairly negative, shows how much the place of women in the labour market and employment has remained very different from that of men in France: women and men with exactly the same training are not paid the same in the labour market. Such unequal pay reflects inequalities that women face in the labour market.In terms of equal pay, the national legal framework seems relatively well developed, especially with the law adopted in 2006 which laid down objectives for the social partners. Nevertheless, it has to be noted that the gap between the law and the real situation seems to be getting bigger every day.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Lithuania
Although the gender pay gap is quite big in Lithuania and accounts for some 15-20%, this problem is underemphasied on the whole. To the best knowledge of the author, there has been only one study to address the issue of gender pay gap; in addition, initiatives of both the State and social partners launched to reduce the gender pay gap have been rather rare and ineffective in Lithuania.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Cyprus
Although the gender pay gap currently stands at 24% in Cyprus, which is one of the largest pay gaps among the EU Member States, until recently the social partners and government were not particularly active in addressing the problem. As a result, most initiatives so far were merely to present an appearance of compliance with European legislation, instead of effectively promoting and applying the principle of workplace gender pay equality. In this context, it remains to be seen whether the importance that the new government attaches to the matter of narrowing the gender pay gap and the policy measures put forward will bring about the desirable result.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Poland
Comparative research carried out across the world proves that the problem of pay gap between men and women is common in many countries. The scale of this phenomenon may vary and is likewise remedied by different instruments. Based on surveys on good practices of women’s empowerment in the workplace it can be concluded that transnational corporations constitute the vanguard of the firms that promote equal chances for men and women by implementing the patterns verified in other countries on the Polish market.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Slovenia
The gender pay gap in Slovenia is relatively low (8.3 % in 2008) in comparison to EU average. There is no extensive research on determinants of the gender pay gap in the country. Recent analyses are oriented on proving the existence rather than explaining reasons for the gender pay gap. Both the government and social partners have initiatives to address gender pay gap and it could be expected that these will have some positive impact on reducing the gender pay gap in future. There are no recent initiatives to analyse or address the effects of the current economic crisis on the gender pay gap in Slovenia.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Latvia
Gender wage gap issues have been discussed over the last few years in Latvia and the most significant studies cover the period 1996-2005. However, there are no specific fiscal measures or legislation in Latvia concerning the reduction of gender pay gap inequality. According to Labour Law every person has equal rights concerning working conditions. In light of the current economic crisis there are formal debates concerning the wage gap between sectors of national economy, however specific policy measures are not implemented.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Greece
Much interesting research has been carried out in Greece as regards the pay gap analysis during 2000-2008 by independent and in particular state research bodies. Although the knowledge of the field is now deemed adequate, combating the phenomenon through actions and initiatives of both the state and social partners lags behind considerably.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Denmark
The 2007 collective agreements in the private sector improved the conditions for paid paternity leave and thereby represented a step in the direction of increased gender equality in terms of sharing parts of the parental leave. Paradoxically, the frontrunners regarding addressing equal pay are the male-dominated iron and metal industry. During collective bargaining in the public sectorin 2008 three female-dominated areas, nurses, the child and youth educators and the elder care helpers were striking for wage compensation in relation to the average wage development the last decade.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Slovakia
Studies aimed at the Gender Pay Gap (GPG) are rare in Slovakia. If they exist, they normally concentrate only upon the unadjusted GPG while the analysis of its causes is not a matter of regular monitoring in Slovakia. There are no special initiatives of the Government and social partners aimed at its gradual decrease. Employer associations pay very little attention to the GPG. The GPG has its origins in gender segregation at the labour market, gender stereotypes and in discrimination in remuneration. In the last years, there is a trend to increase rather than decrease the GPG in Slovakia.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – The Netherlands
The issue of equal pay and the problem of the gender pay gap has been on the agenda of the social partners and the government for many years. Government and social partners have taken action to tackle this form of discrimination. They have encouraged research into sectors and offered instruments and guidance to companies and parties in collective bargaining. The union federation FNV has been one of the leading actors in the process. In more recent years, government and employer organisations have endorsed its efforts. While the gap has become smaller, the goal of the government to reduce the gap still further by 2% in 2011 is viewed as realistic by the social partners.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Malta
Malta has the lowest female employment rate in Europe. In the past years some efforts have been made in order to increase the presence of women in the labour market, however at 36% this remains far from the 60% target set by the Lisbon targets for 2010. In contrast indicators from the National Statistics Office (NSO) show that Malta has one of the smallest gender pay gaps. However a report issued by the National Commission for the Promotion of Equality (NCPE) shows that the discrepancy may be much higher.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Czech Republic
In the Czech Republic there are numerous initiatives that deal with discrimination and highlight gender inequality and the gender pay gap and propose solutions. The extent of these activities grew in the context of discussions about the Act no.198/2009 Coll., on equal treatment and on legal means of protection against discrimination and on amendments of some laws (Anti-Discrimination Law), respectively, in connection with its complicated preparation (the anti-discrimination law was finally adopted in June 2009). Nevertheless, all the activities which relate to gender inequality and a gender pay gap are rather isolated, in most cases performed by the non-profit sector which has problems financing these activities due to cuts in funding system and the economic crisis.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Bulgaria
Although the gender pay gap has narrowed substantially over the past ten years, in some sectors the pay gap is still high. In June 2009 the average monthly female pay as a percentage of the male pay reached 85.1% compared to 77.1% in 1999. It is worth mentioning however that the official national data on pay by gender are only available for a few years. There is no special research and studies targeting the gender pay gap. As far as research exists it is part of more broader surveys on the gender inequality on the labour market. Overall, the gender pay gap is not high on the social partner’s agenda and public debate in general.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Romania
According to data provided by the National Statistic Institute, in October 2008, the average gross monthly wage earnings of women stood at 92.2% of male counterpart earnings, as against only 76% in 1996 and 80% in 1998. In companies staffed below 50, the gap is wider (87.5% in October 2008). In Romania, the concept of equal opportunities for men and women is promoted by specialised institutions, through multi-annual strategies and plans of action. The social partners have been concerned in the past years with creating the framework for equal opportunities, which is why their recent agenda includes talks on new stipulations to this effect in the collective agreements, provisions that surpass the current legal requirements aimed at discouraging discrimination and ensuring equal treatment of both men and women.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Ireland
This report examines the gender pay gap in Ireland as of September 2009, and actions and policies by the Government and the social partners to address the gap. It is suggested that various policies to address the gender pay gap are under threat due to the scale of the Irish recession.
27 Apr 2010
Addressing the gender pay gap: Government and social partner actions – Portugal
Studies indicate that the gender pay gap in the private sector is approximately 75% and that its decrease over the last two decades is very slow. Sectoral and occupational segregation and discrimination seem to be the major factors. The wage gap is much higher amongst older workers, while younger women are catching up with their male collegues, due to their higher education and qualifications. The government has introduced measures against discrimination, and the trade unions have taken some action (particularly in collective bargaining) in order to reduce the gender pay gap. The gender pay gap has never reached the top of the policy agenda, and the current crisis seems to accentuate this situation.
23 Apr 2010
Austria: Women still underrepresented in top jobs in companies
Women holding top-level positions continue to be scarce in Austria’s largest establishments, accounting for only 5%–6% of top management positions, according to a Chamber of Labour (AK) study conducted in February 2010. As a consequence, AK is demanding tighter legal regulations to increase substantially the proportion of women on companies’ management and supervisory boards, including a quota system; however, employers are opposed to these plans.
16 Mar 2010
Greece: Public sector to bring in parallel retirement age for men and women
A ruling by the European Court of Justice is bringing about reform of the public servants’ pension scheme in Greece by tightening the conditions for women’s retirement. Worker representatives have threatened to take strike action as a result. Legal commentators have also criticised the ruling because it classifies the pension scheme for public servants as an occupational insurance scheme rather than a statutory social insurance scheme.
16 Mar 2010
Romania: Trade unions examine gender discrimination
Women in Romania earn about 7% less than men for similar jobs, and their employment is around 10% lower than for men. On the basis of these data, the National Trade Union Bloc commissioned a research project, co-funded by the European Social Fund, to identify the nature of types of gender discrimination and to propose actions to boost women’s role in society. The first report outlines preliminary findings and conclusions on gender discrimination in Romania’s labour market.
08 Mar 2010
EU.LEVEL: Trade unions and NGOs sign declaration on equality
A historic alliance of trade unions and non-governmental organisations (NGOs) promoting equality has come together to call for new legal and policy initiatives to ensure equality in practice. A joint declaration signed by the European Trade Union Confederation and the Social Platform supports six specific actions that the two bodies consider necessary to ensure effective implementation of current European equality directives. They also call for an extension of equality policy.
08 Mar 2010
Austria: ÖAAB calls for same labour law for blue-collar and white-collar workers
According to Austrian labour law, workers are divided into two categories, namely white-collar and blue-collar workers. However, this legal differentiation is no longer deemed appropriate. A flu outbreak in late 2009 has again fuelled the debate on the relevance of this distinction in terms of labour law, particularly in situations where time off is enforced by care obligations.
08 Mar 2010
EU.LEVEL: Progress on gender equality positive but slow
The European Commission’s 2009 annual report on equality between men and women points to some significant improvements in women’s labour market participation. However, there are risks that the economic crisis could cause a setback, unless efforts to eliminate gender inequalities in employment are continued and intensified. The report notes, for example, that the downturn could be used as a reason to cut or limit gender equality measures.
08 Mar 2010
Italy: Government transposes EU equal opportunities directive
On 3 December 2009, after a formal warning from the European Commission, the Italian government transposed the European directive on equal opportunities by a legislative decree. The decree introduces important norms into Italian law which will protect women’s jobs and remove several forms of discrimination. It also reinforces the existing equal opportunity bodies. However, concerns have been raised over the funding and implementation of the decree.
17 Feb 2010
Germany: Coalition government proposes measures to promote equal opportunities
In their coalition agreement concluded in October 2009, the newly elected federal government of the Christian Democratic and Liberal Democtaric parties proposed several measures to foster equal opportunities and a better reconciliation of family and working life. However, as recent data released by the Institute of Employment Research show, the majority of establishments have not yet concluded agreements on promoting equal opportunities at the company level.
26 Jan 2010
Greece: Ombudsman plays active role in supporting gender equality
Following transposition of the European equal treatment directive, the Greek Ombudsman is responsible for monitoring the principle of equal treatment. Its gender equality unit has published a report outlining the 230 complaints received since its establishment in May 2008. Women submitted almost 77% of the complaints. The majority of the cases of unequal treatment concern the terms and conditions of employment. Discrimination related to parental leave is most common.
26 Jan 2010
Germany: Manufacturing companies show positive attitude towards older workers
A survey of manufacturing and affiliated industries shows that companies cultivate a favourable attitude towards their older workers, which improves as the number of workers aged 50 years and over rises. However, where companies question older workers’ performance, employment protection legislation is likely to discourage their recruitment. At present, human resources policies for elderly employees aim to ensure the knowledge transfer between older and younger workers.
18 Jan 2010
Norway: Proposed equal pay fund faces rocky road ahead
In October 2009, the Norwegian government signaled its intention to contribute to an equal pay compensation fund. The issue of how to distribute such a fund has divided trade unions in Norway. It is expected that the matter may be incorporated into the upcoming bargaining round in the spring of 2010. However, due to a number of obstacles, a decision on the matter may be postponed until the 2012 wage settlement.
18 Jan 2010
Germany: Gender pay gap shown to exist even at start of career
A survey carried out by the Institute of Economic and Social Research reveals that, even at the start of their career, women earn considerably less than their male counterparts. Compared with the gender pay gap among older employees, the gap among those starting their career is slightly smaller in western Germany, but is wider in eastern Germany. The gender pay gap among career starters varies considerably according to economic sector and occupation.

Page last updated: 12 March, 2012

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