The ETUC has welcomed the compromise between the European Commission, Council and Parliament on the pay transparency directive that should help to deliver equal pay. The ETUC highlights the key elements include a ban on pay secrecy clauses and the right for women workers and their unions to request transparent information on pay; gender-neutral job evaluation schemes, designed with the involvement of trade unions; and trade unions’ rights to collectively bargain to tackle pay discrimination and the undervaluation of work done by women. The ETUC believes that the measures will help to ensure that the value of jobs predominantly done by women, such as care and cleaning work, will be revaluated in line with similar work done by men.
Progress on pay transparency
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On 5 April the European Parliament (EP) voted in favour of a report on the gender pay transparency directive that includes important improvements to the European Commission’s draft proposal. There will be provisions on the protection of trade union rights for women workers, ensuring they can bargain collectively for equal pay; measures to deliver on the principle of equal pay for work of equal value and a ban on pay secrecy clauses. The ETUC thanked the rapporteurs for their work and called for the swift adoption of the improved directive by the Commission and Council. ETUC Deputy General
The ETUC is publishing examples of pay inequality from around in Europe in its campaign to put pressure on the European Commission to deliver on its promise of a pay transparency directive. The ETUC’s first examples from the manufacturing sector clearly how women are paid less even when their jobs require the same levels of skill and physical effort as those of men. The ETUC also points out that the Covid crisis has exposed the deep-rooted bias behind wages for professions dominated by women, with carers and cleaners recognised as ‘essential’ despite being amongst the lowest paid. ETUC (EN+FR)
After considerable delay the European Commission published its draft directive on pay transparency which the ETUC welcomed as having many good principles but lacking the real tools to make it work in practice. While the ETUC expects the directive to reduce secrecy on pay, it is concerned that pay audits and action plans will only apply to organisations with over 250 employees. The ETUC is also critical of the fact that the directive allows employers to define which jobs to use in comparisons of equal pay for work of equal value and refers throughout to ‘workers representatives’ instead of