Discriminación retributiva por razón de género y responsabilidad social corporativa

  1. Sarai Rodríguez González 1
  1. 1 Universidad de La Laguna
    info

    Universidad de La Laguna

    San Cristobal de La Laguna, España

    ROR https://ror.org/01r9z8p25

Journal:
Revista del Ministerio de Empleo y Seguridad Social: Revista del Ministerio de Trabajo, Migraciones y Seguridad Social

ISSN: 2254-3295

Year of publication: 2019

Issue Title: Mujer en el futuro del trabajo

Issue: 1

Pages: 249-286

Type: Article

More publications in: Revista del Ministerio de Empleo y Seguridad Social: Revista del Ministerio de Trabajo, Migraciones y Seguridad Social

Abstract

Gender pay gap is the most significant discrimination in the labour market. The harm suffered by women in terms of remuneration for equal work o for work of equal value – whose most usual scenario is in the area of indirect discrimination– has a double aspect, and it is possible to distinguish cases in which the motive of pay discrimination is sex, and others in which the cause of discrimination is gender. Pay gap based on sex and gender has significant consequences on the economic and social position of women during their active life and afterwards; since it represents an obstacle to economic independence, it conditions decisions about the duration of work, career interruptions or the distribution of domestic and family responsibilities, and aggravates women risk of poverty. In this sense, the European Parliament Resolution of 3 October 2017 on women’s economic empowerment in the private and public sectors in the EU has stated that «economic violence is a form of gender-based violence occurring in women’s everyday life, which hinders women from fulfilment of their right to freedom, reproduces gender inequality and neglects women’s role in society at large». Even though equal remuneration for work o f equal value is widely recognized and guaranteed by international for men and wom en workers, European and national regulations, the reality shows than gender pay gap is still a social issue. ILO-Global Wage Report 2018/19 states that the weighted global estimates range from about 16 per cent (in the case of mean hourly wages) to 22 per cent (in the case of median monthly wages), depending on which measure is used. In Europe, according to the European Statistical Office (Eurostat) the Gender Pay Gap, which reflects the difference between the remuneration per hour of men and women hired full-time, is 16.3% in the EU and 14,9% in Spain; whereas the Gender Overall Earnings Gap, which is the difference between the average annual earnings between women and men regardless of their type of contract, and taking into account pay gaps due to part-time work or labour rotation, leaves or dropouts, is 39.6% in the EU and stands at 35.7% in Spain. Gender pay gaps represent one of today’s greatest social injustices and eradicating this injustice has taken on significant momentum in recent times. Central to this effort is Sustainable Development Goal (SDG) target 8.5 which calls, among other things, for equal pay for work of equal value within the framework of the United Nations 2030 Agenda for Sustainable Development; as well as the ILO-2018 Women at work initiative, and de Commission Recommendation of 7 March 2014 on strengthening the principle of equal pay between men and women through transparency. Disparities of opportunities between wo men and men occur in three moments of the life cycle and employment: in access to employment; in the conditions of permanence in the labour market (since women are the main caretaker, undertake household and care responsibilities the family and due to the existence of the wage gap for work of equal value); and in the professional promotion to positions of special responsibility or, which require leadership skills, where women suffer the consequences of ‘glass ceiling’. This paper details the main policies, strategies and corrective mechanisms that European countries are using to diminish the gender wage gap, trying to analyse if these approaches are included in the Spanish Equality Law Proposals or whether, on the contrary, some of them could be implemented in Spain. For this purpose, it is analysed the approach of the main strategies implemented in pioneering countries in Europe such as Iceland, the United Kingdom, Germany, France, Luxembou rg, etc., making a reflexive analysis on the presence of existing measures in these countries with those included in the different Legislative Proposal put forward by the C onfederal Parliamentary Group of Unidos Podemos-En Comú Podem-En Marea (November 2017), by the Socialist Parliamentary Group (March and September 2018) and by the Popular Parliamentary Group (October 2018). The recent implementation of most of the measures prevents us from taking a clear position on what is the most effective measure to combat gender pay gap. However, the complex nature and the multiple edges of the wage gap phenomenon, together with the different social and economic realiti es of the different countries and the business sector, allow us to affirm the virtuality of all the measures, since they can all act in a complementary way. Nonetheless, it is advisable to monitor the degree of effectiveness that these legal actions are reaching to assess their possible adaptation to our country. Likewise, the study analyzes the potential of corporate social responsibility policies to close the gender wage gap. Equal pay is a subject whose promotion and guarantee can be included as a priority area of socially responsible practices aimed at the internal sphere of companies, corresponding to an innovative and transparent business culture and a model of responsible and sustainable competitiveness. In this way, overcoming the limitations of legal provisions and/or collective bargaining agreements, mainly derived from the delay in incorporating social needs that can not be postponed, many companies have tried to face the challenges of equal opportunities and gender wage gap, by implementing their remunerative equality policies through Corporate Social Responsibility (CSR). Corporate Social Responsibility actions can be focused to strengthen existing political measures aimed at improving the p articip ation of women in the labour market, thus fostering the reduction of the gender wage gap; or adopt a more ambitious approach, including other actions that contribute directly or indirectly to achieving these targets. CSR actions aimed at combating t h e gende r wage gap into the company are usually included within the framework of diversity policies and embodied in a Gender Wage Gap Action Plan. The design of this Action Plan starts from the diagnosis of the reality of the company and at least must include the following priority goals: a) the recruitment and retention of female talent through more efficient hiring and selection practices; b) the empowerment of women and the promotion of their presence in leadership positions; c) salary transparency; and d) fl exible working and work-life balance. In accordance with the studies on how to reduce the gender wage gap and improve gender equality in organizations, it is featured a sample of good practices in employers’ organizations (Telefonica, AON, Thales Group, ANA Group, Santander Group) aimed at an effective diagnosis and correction of gender wage gap.

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