Action at national level: examples - Other initiatives
In Switzerland, companies can be awarded an equal pay label if they show that they have introduced a fair wage policy between women and men. To be awarded a label each company must undergo a salary evaluation to verify that its employees receive equal pay. This is followed by an on-site audit that focuses on the company’s management and human resources systems. If both are successful, the company will receive its equal pay label and a logo which can be used, for example, on its website and in recruitment adverts. Launched in 2005, the equal-salary scheme is run in cooperation with the Geneva University Employment Observatory.
In the Czech Republic, the prize is awarded to companies that take steps to improve the work-life balance of both male and female employees and to encourage the number of women in management roles. The award is organised through an open call which invites companies to provide information on different issues, such as their equality and work-life balance strategies, recruitment practices, and the position of women in the company. The best candidates are judged by an expert jury and an overall winner is chosen. All candidates, however, receive feedback on their applications to help them improve their internal procedures. The prize has been run by Gender Studies since 2004.
In Slovenia, there is a prize for companies that have promoted women into leadership positions. The is open to all Slovenian companies of at least 50 employees in which women hold more than one third of all leadership positions. Candidates also have to show they are successful, thriving businesses that have experienced growth in the previous three years. Information, including a description of the career development of three to five female employees in leadership positions in each company, is gathered through a questionnaire and evaluated rigorously in order to choose a winner. The prize has been organised since 2003 by the Managers’ Association of Slovenia.
In Finland a tripartite has the aim to reduce the gender pay gap from around 20% to 15%. The programme includes actions on desegregation, the development of pay systems, measures to support women's careers, and calls for the social partners to establish agreements to reduce the pay gap.
In Sweden, there is a duty on employers with ten employees or more to provide gender specific pay statistics if requested. Trade unions or employee representatives have the right to request such statistics.
In France, employers have a duty to provide information about , which has to be undertaken on an annual basis before pay negotiations. The legislation was strengthened in 2000 with provisions requiring employers to initiate annual negotiations on gender equality.
In Portugal, there is an obligation for employers to , with the exception of central, regional and local administrations, public institutes and other collective public entities, as well as employers of domestic service workers.
The (Lohngleichheit im Betrieb - Deutschland) management tool helps employers identify if there is a pay gap between their male and female employees. Through analysing payment structures, this online tool enables employers to explore if a gender pay gap exists and the reasons for the gap. It also helps employers to develop solutions to ensure equal pay for all employees. The instrument was developed by the German Federal Government in cooperation with partners.
In the UK, higher education sector a joint working party on equal pay was established with the aim of tackling the wide-ranging pay discrimination identified in a report on pay discrimination. This covers all categories of workers in higher education including manual, administrative and teaching staff. A national enabling agreement and national guidelines for local implementation have been agreed.
In Cyprus, the government agreed to implement job evaluation in both the public and private sectors in order to address pay inequalities.