Across the EU, the pay gap differs widely, being the highest in Estonia (25.6%), the Czech Republic (21.1%), Germany (21%), UK (20.8%), Austria (19.9%) and Slovakia (19.8%) in 2017. In most countries the gender pay gap is decreasing, whereas it is even growing in a few. meREWARDS lets you get coupon deals, and earn cashback when you complete surveys, dine, travel and shop with our partners. Copyright © 2020 Thomson Reuters Foundation. Monitoring and steering organisational change, 4. However, those differences over age groups can have different patterns across the countries (Table 1). Introducing an individualised approach to risk management, Principle 3. Equal pay is regulated by an EU directive but the European Parliament has repeatedly asked for its revision and for further measures. Across Member States, the gender pay gap varied by 19.7 percentage points, ranging from 3.0 % in Romania to 22.7 % in Estonia (Figure 1). 2 section K) is higher than in the business economy as a whole (NACE Rev. The unadjusted gender pay gap indicator is used to monitor imbalances in earnings between men and women. Women thus work 51 days more to … A walks past a mural by street artist Ardif, to thank the caregivers and the workers who were in the frontline during the outbreak coronavirus disease (COVID-19) in Paris, France, May 14, 2020. On average, women do more hours of unpaid work (caring for children or doing housework) and men more hours of paid work: only 8.7% of men in the EU work part-time, while almost a third of women across the EU (31.3%) do so. Identify existing gender inequalities and their underlying causes, Step 3. Read more about what the Parliament is doing to narrow the gender pay gap. Here defined as industry, construction and services except public administration and defence and compulsory social security: Gender pay gap statistics - tables and figures, Strategic engagement for gender equality 2016-2019, A decomposition of the unadjusted gender pay gap using Structure of Earnings Survey data, The life of women and men in Europe - A statistical portrait, Labour market (including Labour Force Survey, Gender pay gap in unadjusted form - Nace Rev. The gender pay gap ranges from less than 8% in Belgium, Italy, Luxembourg, Poland and Romania to more than 20% in Czechia, Germany, Estonia and United Kingdom. In 2018, the gender pay gap in financial and insurance activities varied from 18.3 % in Spain and Denmark to 39.0 % in Czechia. The gender pay gap also differs by industry, and in 2017 was higher in the private sector than in the public sector in the majority of EU countries. It is calculated for enterprises with 10 or more employees. The gender pay gap is the difference in average gross hourly earnings between women and men. They still earn on average 86 cents for every euro a man earns across Europe. Il congedo obbligatorio di paternità, i voucher baby - sitting e la fruizione ad ore del congedo parentale, The gender pay gap. In 2018, women's gross hourly earnings were on average 14.8 % below those of men in the EU. Assessments show that reducing the gender pay gap by one percentage point would increase the gross domestic product by 0.1%. (SE), Gender lectureship: a model for mainstreaming in higher education, High-profile tenure-track positions for top female scientists, Introducing a gender perspective in research content and teaching, Maternity Cover Fund and Return to Work policy, National connections at Fraunhofer Gesellschaft: the National Committee, Overcoming bias in personnel selection procedures, Participatory approach towards development of Career Development Plan, Protocol for preventing and tackling sexual harassment and gender-based violence, School of drafting and management for European projects, Stimulating personal development to improve women academics’ positions, Teaching-free period when returning from parental leave, The Gender Balance Committee of the Genomic Regulation Centre (ES), WiSER (Centre for Women in Science and Engineering Research), Women represented in all rounds of applications, Self-assessment, scoring and interpretation of parliament gender-sensitivity, AREA 1 – Women and men have equal opportunities to ENTER the parliament, Domain 1 – Electoral system and gender quotas, Domain 2 - Political party/group procedures, Domain 3 – Recruitment of parliamentary employees, AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures, Domain 1 – Parliamentarians’ presence and capacity in a parliament, Domain 3 – Staff organisation and procedures, AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda, Domain 1 – Gender mainstreaming structures, Domain 2 – Gender mainstreaming tools in parliamentary work, Domain 3 – Gender mainstreaming tools for staff, AREA 4 – The parliament produces gender-sensitive LEGISLATION, Domain 1 – Gender equality laws and policies, AREA 5 – The parliament complies with its SYMBOLIC function, Domain 2 – Gender equality in external communication and representation.
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