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The gender pay gap in the EU and the European Pillar of #SocialRights
1. The gender pay gap in the EU is 16.2%, that’s 16.2% higher than it should be! Gender equality is the second key principle of the European Pillar of #SocialRights for a reason 2. The European Pillar of #SocialRights supports the right to equal treatment and opportunities regarding employment, social protection, education, and access to goods and services available to the public. Something NCW Malta has supported since its creation!
Gender Equality in the Media Sector
This study was commissioned by the European Parliament’s Policy Department for Citizens' Rights and Constitutional Affairs at the request of the Committee on Women's Rights and Gender Equality. It examines key elements of the European policy agenda pertaining to gender equality in the media sector. It also reviews existing research on women's representation within media content and the media workforce. The study provides analysis of actions to promote gender equality in the media at both EU and Member State levels. Finally, it presents case studies of gender equality in the media sector in four Member States: Austria, Malta, Sweden, and the UK.
Empowering women and girls in media and ICT
On the occasion of the International Women's Day, the Committee on Women’s Rights and Gender Equality is holding an inter-parliamentary committee meeting on empowering women and girls in media and ICT. The meeting, which will bring together EU institutional representatives, members of EU national parliaments, experts and stakeholders, will take place on 08 March 2018. The presentation and debates will deal with the topics of women shaping media, empowering women and girls through digital inclusion and women’s movements and advancing equality in the digital age.
Digital healthcare / health insurance
In the view of the EESC, given the digital revolution in the field of health, it is vital to maintain and promote a health insurance system which serves the needs of everyone, and is solidarity-based, inclusive and non-discriminatory. Inclusion and fair access for all to good quality health services (digital or otherwise) and commitment to these are in fact prerequisites for universal health coverage.
Gender equality in European labour markets
In order to improve gender equality in labour markets, the EESC considers it necessary to draw up an integrated and ambitious European strategy to tackle systemic and structural obstacles and lead to adequate policies, measures and EU funding programmes for improving equality between women and men, thus fostering "more equal economic independence of women and men" . This would also contribute to the implementation of the European Pillar of Social Rights.
Services to the family
Developing services in private homes in order to achieve a better work-life balance Every family has a home and clothes to maintain, meals to prepare, children to care for, elderly parents or ill or disabled family members who need help. Women often have to work part-time in order to carry out these tasks, missing out on the career for which they have trained or on time they would use for training.
Women and girls digital gender gap
This study, commissioned by the European Parliament’s Policy Department for Citizens’ Rights and Constitutional Affairs at the request of the FEMM Committee, attempts to reveal the links between the different factors (access, skills, socio-economic and cultural), which prevent women from having equal access to digital technology. It then suggests ways of dealing with online and offline inequalities to the effect of closing the digital gender gap and improving women’s and girls’ digital inclusion and future technology-related career paths.
Plastics, human health and environmental impacts: The road ahead
Plastics have been with us for more than a century, and by now they’re everywhere, for good and for ill. Plastic containers and coatings help keep food fresh, but they can also leave behind neurotoxins such as BPA in the human body. PVC is used for everything from pipes and flooring to furniture and clothes, but it contains compounds called phthalates that have been implicated in male reproductive disorders. Studies have also shown that childhood exposure to environmental pollutants can have significant negative effects later in life, including reduced labor force participation and even earnings.
European Commission aims to significantly reduce the gender pay gap
The European Commission plans to use a series of measures aimed at significantly reducing the pay gap between men and women over the next five years. The average gender pay gap in the EU currently stands at 18%. To lower this rate, the Commission plans to raise awareness among employers, encourage initiatives to promote gender equality and support the development of tools to measure the gender pay gap.
NCW Annual General Meeting 2019
NCW Annual General Meeting 2019 The Annual General Meeting of the National Council of Women was held on Saturday 26th January 2019, at The Victoria Hotel, Sliema. President Mary Gaerty spoke about the work which the Council has embarked on during 2018. This included pensions, education, violence against women, work and entrepreneurship, work life balance and the challenges faced by women on a daily basis. She also highlighted the fact that the National Council of Women is looking ahead at the constant changes
Work-life Balance
Better work-life balance for EU citizens: Presidency reaches provisional agreement with the European Parliament
The National Council of Women supports the Act to provide protection for human embryos
NCW has always advocated for legislation of alternative IVF treatment not least because of the sensitivity and the consequences for both parents and society if it had to remain unregulated. NCW believes that IVF treatment should be for heterosexuals within a stable family environment The Council has always supported the protection of embryos as the first cell of a human life and, with the development of alternative treatment over the past years this has become possible successfully.
Women on Boards: Vice-President Viviane Reding meets with leaders of Europe's business schools and i
Today, EU Justice Commissioner Viviane Reding met with European Industry Associations, European Business Schools and Senior Executive Women to discuss progress being made on improving the gender balance in company boardrooms.
UfM adopts new project to support women’s empowerment in the Mediterranean
A project aimed at developing women’s empowerment in the Mediterranean through the development of effective field projects and the setting up of networks and platforms, was adopted by Senior Officials of the Union for the Mediterranean (UfM) at a meeting held last month.
Date: 01/02/2019
 

European Commission aims to significantly reduce the gender pay gap


The European Commission plans to use a series of measures aimed at significantly reducing the pay gap between men and women over the next five years. The average gender pay gap in the EU currently stands at 18%. To lower this rate, the Commission plans to raise awareness among employers, encourage initiatives to promote gender equality and support the development of tools to measure the gender pay gap. On the other hand, new legal measures are not excluded. The Commission intends to consult the European social partners and analyse the impact of a number of options: strengthening sanctions, providing pay transparency and regular reporting on the pay gap. A Eurobarometer survey released today shows that more than 80% of Europeans support urgent action to address the gap.


"I am deeply concerned that the gender pay gap has barely fallen over the last 15 years and in some countries it is even increasing," said Vice-President Viviane Reding, EU Commissioner for Justice, Fundamental Rights and Citizenship. "In these times of crisis, the gender pay gap is a cost Europe cannot afford. We need to use all the tools we have to close the gender pay gap. Together with Member States, we will seek to significantly reduce the gender pay gap in the EU by the end of this Commission's mandate."  
The gender pay gap – the average difference in gross hourly earnings between women and men across the economy as a whole – now stands at 18% for the EU, with considerable differences between countries and sectors. It reflects ongoing inequalities in the labour market, which in practice mainly affect women. Reducing the gap requires action on several levels to tackle its multiple causes.
In the second half of 2010, the Commission will put forward a new EU strategy for gender equality for 2010-2015. Tackling the gender pay gap will be one of the main priorities. The Commission will use all available instruments, both legislative and non-legislative, to reduce the gender pay gap. 
The Commission will analyse in detail the economic and social impact of certain options, together with the European social partners, in particular:
-       On reporting the gender pay gap and ensuring transparency on pay at company and individual levels or collectively through information and consultation with workers;
-       On reinforcing the obligation to ensure gender neutral job classifications and pay scales;
-       On improving the provisions on sanctions in case of a breach of the right to equal pay, to ensure that they are dissuasive and proportional (for instance, higher sanctions in case of repeated offence).

 The Commission will also:
-       Raise awareness among employees, employers and the public of the causes of the pay gap and potential solutions;
-       Encourage initiatives promoting gender equality at the workplace with equality labels, charters and awards. In France, for example, the "Label égalité professionnelle" was established in 2004. Companies can obtain it for a period of three years if they follow a special procedure and show their commitment to gender equality in a range of areas including scheduling, career development and internal promotion of women in key positions.
-       Support the development of tools to help employers analyse gender pay gaps within their companies. For example Germany developed software which calculates the wage gap. This instrument can help employers become aware of the situation and take measures to tackle the gender pay gap.
-       Improve the supply and quality of statistics on the pay gap.

Addressing gender inequalities in the labour market also forms a key element of Europe2020 the EU's economic and employment strategy for the next decade (see IP/10/225). According to a study conducted under the Swedish EU Presidency in 2009, eliminating gender gaps in employment in the EU Member States could lead to a potential 15% - 45% increase in GDP.
Finally, the Commission is conducting a study on initiatives promoting gender equality in the workplace. The results of the study will be presented on 5 May.
Background
A Eurobarometer survey on gender equality shows that Europeans consider closing the gender pay gap is a top priority in tackling inequality between women and men, along with confronting violence against women. 82% of Europeans think that urgent action should be taken to tackle the gender pay gap. Meanwhile, 62% of respondents consider gender inequality to be widespread in their country. 66% also said the situation has improved over the past decade.
Thanks to EU and national legislation on equal pay, cases of direct discrimination – differences in pay between men and women doing exactly the same job – have fallen. But the pay gap goes far beyond this: it reflects ongoing discrimination and inequality in the labour market as a whole which, in practice, mainly affects women.
The effect of the gender pay gap on lifetime earnings means that women will also have lower pensions. As a result, women are more affected than men by persistent and extreme poverty: 22% of women aged 65 and over are at risk of poverty compared to 16% of men.
Awareness-raising activities are essential to inform employers, employees and stakeholders why there is still a gender pay gap and how we can reduce it. The Commission is therefore launching the second phase of an EU-wide information campaign with actions decentralised across the 27 EU Member States. A new online gender pay gap calculator will allow employees and employers to visualise the gender pay gap.
See also MEMO/10/65
Further information
Gender pay gap press pack
http://ec.europa.eu/social/main.jsp?langId=en&catId=89&newsId=708&furtherNews=yes


 

 
 
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