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A new EU directive on the transparency of remuneration and the elimination of the wage gap in the earnings of women and men. Aleksandra Karasińska and Kamil Sobolewski comment

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In Poland, according to the latest report of the Congress of Women, 78 percent of employees do not know about the existence of the wage gap – Aleksandra Karasińska, editor-in-chief of “Forbes Woman”, noted in the program “Tak Yes” commenting on the latest European Union directive. The community wants pay transparency and the elimination of the wage gap between women and men. – So that there is no discrimination, so that differences in wages result from objective criteria – added Kamil Sobolewski, chief economist of Employers of Poland

The guests of the “Tak jest” program were Aleksandra Karasińska, editor-in-chief of “Forbes Woman” and Kamil Sobolewski, chief economist of Employers of Poland. They were asked about the directive that was approved by MEPs. European Union wants pay transparency and liquidation of the wage gap in the earnings of men and women.

Prohibition of secrecy of salaries

Under the new regulations, job advertisements and job titles will have to be gender-neutral. Employers will also be required to provide employees with information facilitating the comparison of the level of remuneration broken down by the gender of employees and allowing the identification of pay differences. The secret of remuneration will be prohibited. The employer will no longer be able to contractually oblige the employee not to disclose the amount of his salary. Nor will it limit access to information on the level of earnings of people from the same or other categories.

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This will make it easier to fight wage inequalities. In the European Union, women still earn an average of 13% less for the same job. less than men.

Aleksandra Karasińska commented in an interview that the directive does not provide that “we will know the individual data of a specific Mr. or Mrs. Kowalska”.

– What the directive says, and I don’t think it’s revolutionary, it recognizes the status quo that we already have in Poland. What the directive changes is that it prohibits employers, i.e. companies, from forcing employees to keep their salaries secret. Very often, companies in Poland include a confidentiality clause in their contracts. The European Union will ban it, she stressed.

Kamil Sobolewski added that in Poland, the employer will be forced to show the employee at the recruitment stage, and at the latest before the first job interview, what are the salary ranges for a given job for which a given candidate is applying.

– With the goal of not discriminating, for example, on the basis of gender. On the other hand, companies will be obliged, especially those larger than 250 people, to publish the pay gap between men and women in their organization, i.e. the so-called pay gap. It will be published as a percentage – he noted.

Awareness of the wage gap

When asked whether the directive would reduce the gap, Aleksandra Karasińska replied that “that is the intention”.

– In the UK in 2017, the Cameron government introduced a very similar solution – larger companies report to the central government office what wage gap they have. The wage gap is shrinking year by year. Second, there is growing awareness that the wage gap exists. In Poland, according to the latest report of the Congress of Women, 78 percent of employees do not know about the existence of the wage gap, she noted.

She added that “our government does not investigate or pay attention to the wage gap.”

Kamil Sobolewski emphasized the value of equal work or work of equal value.

– Because these are the categories that the directive talks about. In no way does the directive say that employees in identical positions must always earn the same amount. Why? Work is always associated with the effect, with the product. It may turn out that people employed in the same position have different efficiency – he noted.

He added that what is important is equality of opportunity.

– So that there is no discrimination, that differences in pay result from objective criteria, from the efficiency of employees. The wage gap is not something that proves pathological. It may be that, for example, broken down by gender or age, employees will have different productivity and then employers should be able to pay them differently, depending on efficiency – he noted.

Read also: This is the average earnings of Poles in February. New data

Main photo source: Shutterstock



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