Measuring the gender gap RSS
- Legislation and equality plans
- Social dialogue / social partners
- Measuring the gender gap
- Job evaluation free from gender bias
- Equal Pay Days / Raising Awareness
- Case studies
In Austria, a wage and salary calculator has been set up which provides up-to-date and easily accessible information about pay customary in a sector/place. It started in October 2011. The wage and salary calculator is part of the National Action Plan for Gender Equality in the Labour Market.
In Belgium in 2006 a decision was made by the federal government to establish an annual report monitoring progress in reducing the gender pay gap presenting statistics in line with official European indicators. The first report was published in March 2007.
In November 2013 the Minister of Employment presented a new law proposal regarding the rules for gender-disaggregated pay statistics. With this proposal enterprises with 10 full-time employees and with minimum 3 employees of each sex are obliged to make gender-disaggregated wage statistics. The current law only covers enterprises with more that 35 employees. Thus, if the law is passed more enterprises than previously will have to comply with the law.
In Germany, the Logib-D 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.
The online tool LOGIB-Lux, developed in Luxembourg in 2009, has been restructured and made more user-friendly. The usefulness of the new software consists on what the company can gain knowledge about the current salary structure of the company and enables it to identify the causes of wage inequalities. After entering data, the company receives a results report that discusses the structures of remuneration within the company from the point of view of the gender of the employees, examines the causes, and indicates avenues of improvement of equal pay.
The largest county administrative Board in the West of Sweden, Vastra Gotaland, carried out a gender wage survey of all 650 employees in 15 sections. It was found that men had a higher and more individualised wage and that average pay for women in equal jobs to men was less. Steps were taken to remedy this situation.
An online tool, Logib, has been developed in Switzerland to enable companies to analyse pay and staffing structures and verify if equal pay exists between male and female employees. A report analyzing the reasons and proposal of actions to tackle the gender pay gap are also foreseen with this tool.