Gender pay gap, EWCs, Women & Gender Equality

A new report from the PCS civil service union reveals considerable pay inequality across government linked to the proportion of men/women in each department. For example, a civil service executive officer, in a majority male department is paid £3771 (EUR 4415) (13%) more than an executive officer in a majority female department while a civil service administrative officer, in a majority male department is paid £2675 (EUR 3130) (12.6%) more than an executive officer in a majority female department. The union attributes the problem to the delegation of pay negotiations to departmental level and

The vpod/ssp public services trade union along with the SGB/USS trade union confederation is continuing to build for the national women's strike planned for 14 June. The aim of the strike is to address 10 major issues including the gender pay gap, work-life balance, working hours that are either too short or excessively long, sexual harassment and violence, inadequate pensions and the undervaluation of women's work. Along with strike action the unions will be organising events and actions at workplaces and towns and cities across the country.

21 October is marked as equal pay day in Austria where the gender pay gap is one of the biggest in Europe at 19.7%. This is based on a full-time woman worker getting an average of EUR 41785 compared to EUR 52033 for a man. This is the equivalent of women working for free for 72 days - hence setting the date as 21 October. Unions highlight the problems of part-time work and unpaid care as contributing to the problem. While 47% of women work part time only 11% of men do.

The Kommunal municipal workers' union has decided not to follow the wage coordination policy agreed by the LO trade union confederation. The union says that urgent action is needed to tackle staff shortages in childcare, health and other welfare services and that if it followed the LO target then workers in those sectors would only get an extra SEK 17 (EUR1.60). For Kommunal it is also important to address low pay in sectors dominated by women and the LO guideline would reduce the gender pay gap by only 0.1%.

A new report by VIVE, the Danish Centre for Social Science Research, provides further confirmation that pay inequality is a major structural problem facing the public services and particularly the care and social service sectors. The research shows that average wages in a sector fall as the proportion of women workers rises and that an annual average salary of DKK 30000 in a sector dominated by men falls to DKK 24150 in a sector dominated by women. Public services unions FOA, BUPL, SL and the cartel of health unions managed to negotiate a specific fund to tackle pay inequality in the 2018

Following the national women's strike last month, the vpod/ssp public services union has set out a range of demands to tackle gender inequality across the public services and with particular measures in the childcare, health and education sectors. The union wants to see equal pay auditing of all public employers with the involvement of the union and an across-the-board pay increase for occupations and sectors dominated by women - particularly care jobs. Along with this the union underlines the importance of stable and reliable working hours and a range of measures in relation to maternity and

The ETUC has expressed alarm about the possible delay in publishing a draft directive on pay transparency. It says that the directive will provide important measures in the fight to reduce the gender pay gap. Without such initiatives, the ETUC has calculated it will take an average of 84 years to achieve equal pay across Europe. In some countries the wait could be even longer - with women in Germany and the Czech Republic having to wait until 2021. In France, the pay gap has closed so slowly over the last 10 years - by 0.1 percentage points - that it would take 1000 years to achieve equal pay.

In an unusual move the ETUC has published its own draft equal pay directive to put pressure on the European Commission to deliver on its commitment to produce legislation to improve pay transparency. The draft includes provisions calling for a ban on pay secrecy clauses in contracts so that workers can discuss pay; requirements to release of information on job evaluation for the purpose of establishing equal pay for work of equal value; require all employers produce pay information audits and annual action plans on pay equality; and support trade unions to negotiate with employers to tackle

The ETUC has highlighted strike action by 600000 cleaners across Italy as part of its campaign to pressure the European Commission not to delay publishing draft proposals on pay transparency. The cleaners were striking over the failure of the employers in the sector to negotiate a collective agreement, seven years after the last one expired. With women dominating the low-paid cleaning workforce there is a major case to be made for action on pay equality along with proper recognition of their skills and the risks they have been taking during the current pandemic. ETUC (EN)

The ETUC used an event in Brussels on 25 February to underline the need for legislation to end pay secrecy clauses, deliver compulsory annual pay audits and the right for workers to request gender pay information from their employers. While information helps, the ETUC also stresses that it is not enough to end inequality in pay and that a directive is needed to empower women workers and their unions to negotiate the changes needed to ensure equal pay in the workplace. Representatives of EPSU joined the action.