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
Culture, Gender pay gap
Closing the gender pay gap
Gender equality is absolutely central to EPSU’s work as we fight to defend public services for the millions of women who rely on them and to tackle inequality faced by women working in those services. EPSU and its affiliates have focused on the need to reduce the gender pay as well as the other manifestations of gender equality in pensions and employment. An important factor in public services is the need to recognise the value of many jobs, like those in eldercare and childcare that are predominantly done by women and that have been seriously and unjustifiably undervalued for many years. This briefing, prepared for EPSU's 2019 Congress outlines some of EPSU's main activities on gender equality. EPSU has published research on the gender pay gap in the public services as well as the problem of low pay in sectors dominated by women. In 2021 EPSU is publishing the results of a research project on Closing the gender pay gap in public services in the context of austerity, with 20+ case studies (January 2021) and a briefing on “equal pay for equal work: the importance of gender neutral job classification and evaluation” (March 2021).
Public sector workers will be covered by two new three-year agreements running from 1 April to the end of March 2024. The agreements covering municipal and state sector workers both have an overall value of 6.75% of the pay bill over the three years but the amounts are distributed differently. In the municipal agreement there will be a 5.02% general increase but there will be additional amounts allocated to address low pay, equal pay, recruitment and organisational issues, taking the overall increase to 5.94%. In the state sector there will be a 4.42% pay rise over the three years, with
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)
The latest global wage report from the International Labour Organisation reveals the main trends in pay and minimum wages, highlighting the impact of the COVID-19 pandemic in the first half of this year. It notes a downward pressure on the level or growth rate of average wages in two thirds of the countries for which recent data are available. In other countries, including France and Italy, average wages increased, largely artificially as a reflection of the substantial job losses among lower-paid workers. The report also shows that women workers and low-paid workers generally have been
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)
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
Three trade unions (CGT, FP-CGIL and PCS) representing workers in cultural services in France, Italy and the UK have come together to highlight the urgent need for action to support the sector and tackle poor pay and employment conditions. They argue that the sector has been particularly hard hit by measures to tackle the pandemic and these have been intensified because of the extent of outsourcing and precarious employment. The unions are calling for a strengthening of public culture services, decent and secure employment conditions and action to stop privatisation and outsourcing. CGT (EN
The FOA trade union – the largest in public services – has set out its main demands that will be discussed by public service unions in the lead up to negotiations for the local and regional government agreement that expires at the end of March 2021. The union wants to see a flat-rate rather than a percentage wage increase. An increase set in Kroner would benefit lower-paid occupations which are dominated by women and so contribute to reducing the gender pay gap. Another key demand is increased training provision focused on unskilled workers which will help deliver greater job security. The
Public services union Fagforbundet has warned that a dispute over pensions could end in strike action unless the Spekter employer organisation delivers a solution in upcoming mediation. The dispute covers workers in the culture sector, including orchestras, theatres and opera. A temporary pension arrangement involving defined contributions was agreed in 2016 in response to the final challenges facing the sector. The union now wants to negotiate a long-term solution that delivers a hybrid and gender-neutral pension scheme but Spekter has not come up with a proposal and has effectively abandoned
The FSC-CCOO public services federation is organising a series of two-hour strikes in state museums and theatres in October and November. The union is protesting against the fact that workers in the sector are not properly covered by the collective agreement for the state sector. In particular, the union wants to ensure professional status for these workers and reduce the extent of temporary contracts. The strikes will begin on 25 October and will take place on 10 different dates up to 24 November with specific dates for different institutions.
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.
14 June marked the anniversary of the massive mobilisation and strike action of women workers across the country to highlight persistent gender inequality. Latest figures show a gender pay gap of close to 20% and an even higher pensions gap of nearly a third. With major mobilisations impossible in the current situation, a week of online and local actions were organised in the week beginning 8 June to highlight the urgent need for action to tackle inequality.
EPSU has sent letters to the prime minister and leaders of political groups in parliament protesting at legislation that will remove public service status from over 20000 workers in libraries, museums, archives, culture centres, theatres and orchestras. This is a group of workers that is mainly low paid and whose pay has been frozen for over 10 years. The additional employment protection of public service status is one of their few main benefits. The government is using its emergency to push through the change at breakneck speed without the usual parliamentary process or consultation with