Gender Pay Gap: We finally need strong laws!
We should tighten and expand the pay transparency act, finds ChroniquesDuVasteMonde editor Kristina Maroldt. The idea behind it is good: For a little more than a year, women and men have the right to know from their employers how much their colleagues earn. And that's really good. Because the basic formula is right: If we want companies to close their gender pay gaps, we have to force them to do so - through transparency.
The remuneration transparency law harnesses the wrong people
But the Payments Transparency Act (ETG), which came into force in 2017, spares the wrong people - the employees themselves. And puts a lot of obstacles in their way: only companies with more than 200 employees can demand information. There must be six colleagues with comparable jobs. You have to turn to the works council, sometimes even to the management. And if there really is a gap in pay, one would have to sue the employer for something to change it: there is no obligation to close the gap.
Honestly, who's going to do that? A survey of the Hans Böckler Foundation showed: almost nobody. In less than one in ten operations employees have requested information.
Other countries are more skilled. Companies in Britain and Denmark face penalties if they do not disclose, as required by law, once a year the gap between the average salary of all employees vis-à-vis the government (UK) or the workforce (Denmark).
Already clear, the wage gap between women and men in comparable jobs, which the ETG wants to identify, can not be read from such figures. But they unmask the equal opportunities in companies - for example, how easy it is for women to get well paid positions. This is just as important for the elimination of the gender pay gap as the individual wage gap.
Other countries show how it's done - we should take the chance!
The way of the Icelanders is also exciting: For a year now all companies with more than 25 employees have had to go through a specially developed external examination process, which determines whether women and men earn the same salary in the same position. If so, there is a certificate and a place on a public list. Those who can not be tested pay a fine. Even before women apply to a company, they can find out whether they are paid fairly there.
The ETG is being evaluated, the report is due to appear in the summer and the result is likely to be sobering. I think we should use that as an opportunity. Let's make this law sharper, more refined, stronger. Brits, Danes and Icelanders will be happy to supply the appropriate spices.
Exchange in the ChroniquesDuVasteMonde community: And how are you?
We see exchange and transparency as an important step towards change. What are your experiences with the Gender Pay Gap? Do you get what you deserve? Also compared to the male colleagues? Or is the salary the same, but with allowances or bonuses the men are considered more? What experiences do you have with your superiors, salary discussions and everyday misogyny at work? Have a chat in the ChroniquesDuVasteMonde community - we look forward to exciting discussions!
