Portal de Jumilla
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Since 2011 is commemorated in Spain on February 22, the "Equal Pay Day", which draws on a resolution of the European Parliament on the implementation of the principle of equal pay for men and women (2008/2012 ( INI)).
The objective of this event is to show that women and men do not earn the same for the same work or work of equal value, or in other words, that women have to work much longer to earn the same than men.
This, despite the high regulatory development and major progress in the field of equal treatment and opportunities for women and men in recent years, both at European level and nationally.
The wage gap between women and men, commonly known as gender pay gap measures the difference between average gross income (wages plus supplements) per hour of busy men and women, as a percentage of average gross hourly earnings men.
Thus, women in Spain earn on average 16.33% less per hour than men (according to data released by the INE in the last Annual Wage Structure Survey, corresponding to 2011).
According to provisional data from Eurostat for 2011 the gender pay gap in Spain is 17.8%, slightly more than one and a half percentage point above the average of the European Union, which puts us on par with other member states such as the Netherlands, Denmark and Finland.
The gender pay gap is one of the most notorious examples of inequality that still persists in the labor market for women and men.
These wage inequalities exist even though women earn, on average, better academic results than men at school and university and representing a higher percentage than men in the number of university rankings.
The wage gap between women and men differ when taking into account multiple variables (type of contract, working hours, occupation, seniority, age, education level, etc.). Decisive influence on the differences.
The variables that determine the gender pay gap are many and complex, reflecting both the discrimination on grounds of sex, such as inequalities linked to education and the labor market, can be summarized as revealed by the Council of the Union European Union (2010 / C
345/01), in six major areas:
• The horizontal segregation of the labor market.
Women are concentrated in a smaller number of sectors and occupations and often are paid less and less valued.
This fact is accentuated by traditions and stereotypes that determine, among others, the choice of education, assessment and classification of professions and participation of women in the labor market.
Working conditions for women and men depend largely on the sector in which they perform their tasks.
The horizontal segregation inherent problem is that there is a correlation between female-dominated sectors and worse working conditions as high temporary, part-time employment, lower wages and economic benefits, but this association, however, is not satisfied in those sectors dominated by men.
• The vertical segregation of the labor market.
Women, usually lower paid positions, have less job security and face more barriers to their career.
• The difficulty to reconcile personal, family and work life, and the unequal distribution of family and domestic responsibilities, influences the decision on the choice of career, in greater use of part-time days and more frequent interruptions career, which adversely affects their professional development and perception of income.
These factors, among others, influence that women have discontinuous work lives and / or work fewer hours than men, which also involve a career worst paid, also has a negative impact on their career development and promotion prospects and and the perception of remuneration and future income.
• Lack of transparency of remuneration, is another reason to favor the persistence of wage discrimination based on gender.
• The impact of gender stereotypes, which influence the choice of courses of education and training, as well as the way in which qualifications are assessed and classified jobs.
• In addition, the individual circumstances of the working people, such as age, disability, illness, sexual orientation and identity, racial or ethnic origin, family status or marital status also affect the pay gap between women and men.
Finally, it can be argued that the Polls Wage Structure in recent years and recent studies on remuneration, show that women, whatever their occupation, occupational group, type of contract or working hours, even regardless of the Autonomous Community of residence, who bear the gender pay gap.
Wage discrimination affects the period in which women are active in the labor market, have a negative impact on their social protection, because a smaller contribution originates a minor in social benefits.
LINKS:
• The European Commission publishes a downloadable brochure on the following link, with relevant information on concepts, major causes of wage differentials, benefits of the wage gap, information on EU activities to address gaps and actions to combat the problem of wage differences at national level.
http://ec.europa.eu/justice/gender-equality/gender-pay-gap/files/gpg2011-leaflet_es.pdf
Source: Ayuntamiento de Jumilla
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