The gender pay gap in Europe: facts and figures (infographic) | Subject

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 The gender pay gap in Europe: facts and figures (infographic) |  Subject

Although more women than men complete higher education in the EU, they are underrepresented in the labor market. According to data collected in 2022, almost a third of women (28%) work part-time compared to 8% of men. Additionally, they are more likely to stop working to care for their children and family.

The gender pay gap varies with age: it becomes smaller when people start working and widens later as a result of women’s work gap, although these patterns vary from country to country. . The gender pay gap also varies across sectors, and in 2021 it was higher in the private sector than the public sector in most EU countries.

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A major cause of the gender pay gap is the over-representation of women in relatively low-paying sectors and under-representation in higher-paying sectors. For example, an average of 37% of management positions in the EU in 2021 were held by women.
The gender pay gap means women are at greater risk of poverty in old age. In 2020, women over the age of 65 in the EU received a pension that was on average 28.3% lower than men’s pensions. Here the situation also varies between Member States: from a pension gap of 41.5% in Malta to 0.1% in Estonia.

Parliament measures against gender pay gap

In December 2022, Parliament and negotiators in EU countries agreed that companies in the union would be obliged to disclose information that facilitates comparison of pay between those working for the same employer, which Will help highlight the pay gap between men and women. ,

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In March 2023, Parliament approved these new rules on binding pay transparency measures. He says if salary reports show at least a 5% pay gap between men and women, employers must conduct a joint pay evaluation in collaboration with employee representatives. EU countries will have to impose sanctions such as fines on business owners who break these rules. Vacancy announcements and job titles must be gender-neutral.

The council still has to formally approve the agreement for the rules to come into effect.

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