Documents equal pay 422 results

"The aim of the paper is to present potential legal consequences of the reception of the future directive on adequate minimum wages in Poland as well as the social, economic and political context of this process. The adoption and implementation of the future directive would require changes in Polish law. First of all, the mechanism of setting the statutory minimum wage, especially the reference criteria, would have to be amended. The necessary amendments include also the establishment of an advisory body. Finally, the directive can be seen as an impulse to revive social dialogue, which is undergoing a deep crisis. Due to the complexity of the regulations, it is difficult to clearly assess whether any modifications will be needed as regards the protection of minimum wages. Although the directive could be a chance to improve working and living conditions in Poland, there is no enthusiasm about the draft. The government raises doubts about the EU's treaty competences to issue the directive and is also very sceptical about the need and possibility to increase the scale of collective bargaining in Poland. Not surprisingly, the approach of the social partners is varied: rather negative in the case of employers and more positive as far as trade unions are concerned. Nonetheless, it would be unrealistic to expect widespread support for the proposed solutions."

"Winner of the 2023 Nobel Prize in Economics.
A renowned economic historian traces women's journey to close the gender wage gap and sheds new light on the continued struggle to achieve equity between couples at home.

A century ago, it was a given that a woman with a college degree had to choose between having a career and a family. Today, there are more female college graduates than ever before, and more women want to have a career and family, yet challenges persist at work and at home. This book traces how generations of women have responded to the problem of balancing career and family as the twentieth century experienced a sea change in gender equality, revealing why true equity for dual career couples remains frustratingly out of reach.
Drawing on decades of her own groundbreaking research, Claudia Goldin provides a fresh, in-depth look at the diverse experiences of college-educated women from the 1900s to today, examining the aspirations they formed—and the barriers they faced—in terms of career, job, marriage, and children. She shows how many professions are “greedy,” paying disproportionately more for long hours and weekend work, and how this perpetuates disparities between women and men. Goldin demonstrates how the era of COVID-19 has severely hindered women's advancement, yet how the growth of remote and flexible work may be the pandemic's silver lining.
Antidiscrimination laws and unbiased managers, while valuable, are not enough. Career and Family explains why we must make fundamental changes to the way we work and how we value caregiving if we are ever to achieve gender equality and couple equity."

"Despite some progress, women are still disadvantaged on the labour market. While most policies – pay transparency, awareness raising or anti-discrimination legislation – address the pay gaps between men and women in the same job, less attention is generally given to men and women working in different jobs. Crucially, such segregation is large and can actually widen the gaps as the sheer presence of women in a job seems to lead to a devaluation of those jobs and a reduction in how they are viewed and rewarded. The problem also goes beyond the wage as women also face disadvantage in terms of conditions of work. This paper addresses two issues concerning the horizontal segregation of men and women into different jobs. First, it maps the extent of the separation in jobs and workplaces between men and women and its relationship with gender pay gaps. Second, it shows how this segregation dynamically affects pay and non-monetary working conditions in these more feminised jobs. By taking a longitudinal view, it also becomes clear that several aspects of a job – such as the contract conditions, supervisory responsibilities and pay –become worse over time as more women work in such jobs. The paper points to a need to consider gender equality more widely, not only by focusing on pay differences between men and women in the same job but also on what processes lead to ‘feminine jobs' being valued lower. Devaluation seems to be worse in contexts where women are more disadvantaged – as the gender pay gap is higher – and where employers have more discretion in setting pay and working conditions."

"This paper provides an overview of pay transparency legislations within the wider set of policies to reduce the gender pay gap. It offers a detailed mapping of existing legislations in those countries that have enacted pay transparency legislations, and assesses the impacts of these legislations on the gender pay gap and on broader labour market considerations. Furthermore, the paper examines the views of workers' and employers' organizations and arguments both in favour and against pay transparency legislations, while illustrating the role of employers' and workers' organizations based on an online ILO survey conducted with representative employers' and workers' organizations."

"Key points:
• Collective bargaining has a critical role to play in closing and tackling the structural causes of the gender pay gap.
• The Pay Transparency Directive contains new possibilities for trade unions and employers to use hypothetical comparisons in addressing the undervaluing of jobs predominantly carried out by women where there are no actual comparator, and to include this in collective bargaining.
• Trade unions should ensure that hypothetical comparators are used to show that if a man was employed in a job of equal value in the same workplace, the jobs carried out by women would still be lower paid, unblocking a significant obstacle to women's pay.
• The longer-term challenge is for trade unions to facilitate cross-sectoral comparisons in their collective bargaining claims for equal pay for work of equal value.
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"‘Equal pay for equal work' is a longstanding feminist claim. In this regard, the 1975 Equal Pay Directive of the European Economic Community has generated momentum for women at the national level. Based on the Belgian case, we explain how national actors – and more specifically trade unions and their women's committees – have used European law to foster wage equality. Despite the existence of binding norms since the 1950s, this principle of equal pay has been poorly applied. The implementation of the directive in the Belgian neo-corporatist institutional framework has given trade unions the possibility to secure an extensive interpretation of the directive's general provisions. The assumption driving this paper is that this directive has generated momentum for change – though this is not a synonym of ‘a miracle solution' – in Belgium regarding wage equality. More fundamentally, this study is about the intertwining of European and national laws and the way in which European norms can offer instrumental opportunities to national actors to impact their domestic polity and policies, here on social and gender matters."

"Industrial relations scholars have argued that east-west labour migration may benefit trade unions in Central and Eastern Europe. By focusing on the distributional aspect of wage policies adopted by two competing Romanian trade unions in the healthcare sector, this article challenges the assumption of a virtuous link between migration, labour shortages and collective wage increases. We show that migration may also displace collective and egalitarian wage policies in favour of individual and marketized ones that put workers in competition with one another. Thus, the question is not so much whether migration leads to wage increases in sending countries, but whether trade unions' wage demands in response to outward migration consolidate collective solidarity and coordination in wage policy-making or support its individualization and commodification."