Collective bargaining

Transcription

1 Collective bargaining tool to close the gender pay gap? Feministist Economics Nordiskt Feministiskt Nätverk August 28-29, 2015 Kungälv Maríanna Traustadóttir ASÍ / LO Island

2 Gender Equality in Iceland 2015 Iceland has topped the World Economic Forum s list on the Global Gender Gap for the last six years. The main reasons are women s strong political position, high level of education and good health care. A comprehensive legislation on parental leave ensuring equal rights of mothers and fathers. Women make up more than two thirds of university students and their numbers as university teachers is growing rapidly. Since 2013: Law on rations on companies boards. Women were 40% of the parliamentarians (2013) and 43% of members f local governments (2014) 78% of women are active in the labour market. 33% of women work pat-time. See:

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4 Full time / part time job

5 Gender segregated labour market 100% % 80% % 60% % 40% 30% 20% 10% 0% Konur Karlar Laun

6 Hlutfall 100 Union density in Iceland 95 90, ,3 88,5 87, ,0 86,5 84,4 85,2 86,0 86,5 86,3 83,8 83,6 84,7 84,3 84,5 84,7 85,2 85,0 85,1 85,2 86,

7 Hlutfall 60,0 Union density in Iceland 54,2 53,9 54,2 50,0 40,0 30,0 20,0 10,0 0,0 13,7 14,2 14,0 8,0 8,1 7,8 7,6 7,3 7,3 3,5 3,7 4,1 3,4 4,1 3,3 2,3 2,5 1,5 1,5 2,2 2,6 3,2 1,5 1,4 2,0 1,7 0,6 0,9 0,7 0,6 1,3 0,6 0, ASÍ BSRB BHM KÍ SÍB FÍH VSSÍ Stéttarfélag verkfr. FFSÍ Læknafélag Íslands Önnur félög Upplýsingar vantar

8 Gender pay gap 2015 Research from May 2015 Timeperiod Adjusted gender pay gap 7,6% Privat sector 7,8% Public sector 7,0% Unadjusted gender pay gap 17% - 21,5%

9 Gender based education and career choice Power and influence Gender stereotypes Status of women and men in the labour market Reconciliation of family life and work Part time job Economic independence

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12 Equal Pay Standard - Background Collective bargaining between Social Partners in 2008 Special protocol for the promotion of gender equality within the labour market Development of a certification system ALÞINGI Icelandic Parliament Clause in Act 10/2008 on the equality and equal rights of men and women

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14 October 24th 1975

15 Equal Pay Standard - Background Icelandic Standard IST agreed to supervise the project Technical Committee and Working group Aided by experts International management systems standard used as a model

16 The Equal pay standard Equal pay management system Requirements and guidance ÍST 85: was published in December The standard is voluntary: companies and public institutions are free to choose to implement it The purpose of the standard is to provide certification of equal pay management systems

17 The scope of the standard Aims at implementing effective and professional methods for pay decisions, effective review and improvement Applies to companies regardless of their size, field of activity and gender mix among staff Specifies equal pay management system requirements Enables a company to have its equal pay management system certified by an accredited body

18 International management system standards PLAN: PLAN DO CHECK - ACT Establish the targets and processes necessary to achieve the results required by the company s equal pay policy DO: Implement the processes

19 International management system standards CHECK: Monitor and measure the processes and compare the results to the equal pay policy, aims, targets, legal and other requirements, and report on the results ACT: Take measures to continously improve the performance of the equal pay management system

20 Organizations can: Certificaton 3 options Make a self-determination and selfdeclaration of compliance Seek confirmation of it s compliance by parties/stakeholders having an interest in the organization i.e. trade unions Seek a formal certification of it s equal pay management system by an accredited management systems certification body

21 Does it pay off? It is a quality standard system Easiest to implement if the organization is certified under other standards Maturity of the HR management in the company ability to implement and maintain a standard Ability to implement the system in a way that benefits the company and the employees Costs external and internal

22 Benefits Image Does it pay off? Recruitment and other positive aspects for the business Employee confidence towards pay structure as equal and fair Employee satisfaction, retention Clear criteria governing the pay structure Incentive for performance

23 VR Vottun / Certification Declaration of compliance 24 companies / 5000 employees VR-Vottun/Certification

24 Organizations can: Certificaton 3 options Make a self-determination and selfdeclaration of compliance Seek confirmation of it s compliance by parties/stakeholders having an interest in the organization i.e. trade unions Seek a formal certification of it s equal pay management system by an accredited management systems certification body

25 Action group on equal pay Action group to function as a forum for consultation and collaboration between the government and the social partners

26 Action Plan on Gender Equality regarding Initiate promotional Wages Coordination of studies of genderbased wage differentials Introducing and promoting the Equal Pay Standard campaigns and counselling programs to work against genderbased wage differentials Raise awareness on the balance between family and professional life Reduce genderbased differences in career choices in order to break down gender barriers in the labour market

27 Equal pay standard logo

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