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Bruselj, 18.7.2007

COM(2007) 424 konč.

SPOROČILO KOMISIJE SVETU, EVROPSKEMU PARLAMENTU, EVROPSKEMU EKONOMSKO-SOCIALNEMU ODBORU IN ODBORU REGIJ

Odprava razlike v plačilu med ženskami in moškimi

SPOROČILO KOMISIJE SVETU, EVROPSKEMU PARLAMENTU, EVROPSKEMU EKONOMSKO-SOCIALNEMU ODBORU IN ODBORU REGIJ

Odprava razlike v plačilu med ženskami in moškimi

1. Uvod

Temeljno načelo enake obravnave žensk in moških je že od leta 1957 zajeto v Rimski pogodbi. Zmanjšanje razlike v plačilu je eden od ciljev Evropske strategije za rast in delovna mesta. V Načrtu za enakost med ženskami in moškimi[1] je poudarjeno, da razlika v plačilu še vedno obstaja, kljub ukrepom podjetij in sredstvom, porabljenim za odpravljanje teh razlik. Glede na kazalnik razlike (nepopravljen) v bruto urnem plačilu med moškimi in ženskami so ženske v Evropski uniji v letu 2005 zaslužile v povprečju 15 % manj kakor moški. Nič ne kaže, da se bo v prihodnosti ta razlika občutno zmanjšala.

V glavnem razlike ni mogoče pripisati objektivnim merilom, kar je znak, da za ženske na trgu dela neenakosti še vedno obstajajo. Ženske dosegajo boljši šolski uspeh kot moški v vseh državah članicah in pridobijo večino visokošolskih diplom. Kako razložiti, da ženske, ko zapustijo izobraževalni sistem, na trgu dela čakajo manj ugodni pogoji kot moške in da njihove delovne zmožnosti niso popolnoma izkoriščene? Sodobno in konkurenčno gospodarstvo si ne more dovoliti takega položaja, zlasti ne zaradi demografskih sprememb in pričakovanega zmanjšanja števila aktivnega prebivalstva.

V tem okviru je bil oblikovan ta dokument, katerega cilj je analizirati vzroke za razliko v plačilu in predložiti smernice ukrepanja za njeno zmanjšanje. Komisija se sama ne more spopasti s tem izzivom, ker je na številnih področjih težišče v državah članicah in so ukrepi, ki jih je treba sprejeti, zunaj njenih pristojnosti. V prizadevanja za odpravljanje razlike v plačilu je treba pritegniti vse zainteresirane strani, zlasti države članice in socialne partnerje, da se doseže napredek pri enakosti med ženskami in moškimi na trgu dela.

2. RAZLIKA V PLAčILU MED žENSKAMI IN MOšKIMI: ZAPLETEN IN VZTRAJEN POJAV

2.1. Kaj pomeni razlika v plačilu?

Razlika v plačilu meri relativno razliko povprečnih bruto urnih plačil žensk in moških za celotno gospodarstvo. To je eden od strukturnih kazalnikov za spremljanje Evropske strategije za rast in delovna mesta[2].

Dejavniki, ki povzročajo razliko v plačilu, so večplastni. Delovni dokument služb Komisije iz leta 2003 podrobno navaja merjenje, analizo in politične posledice razlike v plačilu med ženskami in moškimi[3]. Poudarja težave pri ločevanju objektivnih dejavnikov, ki pojasnjujejo razloge za razliko, od učinkov neposredne ali posredne diskriminacije ali drugih dejavnikov.

Razlika v plačilu med ženskami in moškimi lahko deloma odraža objektivne razlike na ravni značilnosti vsakega posameznika (starost, stopnja izobrazbe, delovne izkušnje) , delovnega mesta (poklic, vrsta pogodbe ali delovni pogoji) ali podjetja (gospodarski sektor ali velikost podjetja). Na primer, delovne izkušnje na trgu dela na splošno donosne. Če imajo moški v povprečju več izkušenj kakor ženske, je njihovo plačilo v povprečju prav tako višje. Kljub temu pa se lahko diskriminatorne prakse vztrajno nadaljujejo in prizadenejo delavce zaradi njihovega spola. Dogaja se, da so na namerno diskriminatoren način ženske z enakimi izkušnjami in za enako delo plačane manj kot moški.

Vendar objektivne razlike in očitno diskriminatorne prakse ne zadostujejo za razlago vztrajne razlike v plačilu[4]. Povezana je s številnimi dejavniki, tako pravnimi, socialnimi ali ekonomskimi, ki precej presegajo samo vprašanje enakega plačila za enako delo.

V skladu s Pogodbo (člen 141) je treba zagotoviti tudi enako plačilo za enakovredno delo. Ob tem se postavi vprašanje vrednotenja dela vsakega posameznika in zlasti vrednotenja delovnih mest. Vztrajna razlika v plačilu pomeni tudi sistemsko nižje vrednotenje ženskih poklicev in delovnih mest v primerjavi z večinsko moškimi, ne da bi to nujno moralo biti upravičeno z objektivnimi merili[5]. Na primer pri enaki ravni kvalifikacije je lahko fizična moč bolje ovrednotena kakor sposobnosti na področju človeških odnosov, ali odgovornost za kapital bolje ovrednotena kakor odgovornost za osebe. Neko podjetje je na primer nedavno ponovno ovrednotilo svoje plačilne lestvice in pri tem izenačilo blagajnike/blagajničarke v trgovskih centrih z njihovimi kolegi skladiščniki.

Po drugi strani lahko razlika v plačilu odraža neenakosti, ki dejansko v glavnem prizadenejo ženske pri njihovi udeležbi na trgu dela.

To se nanaša na primer na segregacijo na trgu dela. Zdi se, da so ženske zaposlene v veliko manjšem številu gospodarskih sektorjev in poklicev kakor moški. Vendar so ti slabše ovrednoteni in manj plačani kot tisti, v katerih delajo večinoma moški. Skoraj 40 % žensk dela v zdravstvu, šolstvu in javni upravi, v primerjavi s samo 20 % moških. Poleg tega so ženske v glavnem zaposlene kot nizkokvalificirane ali nekvalificirane pisarniške uslužbenke, prodajalke ali delavke; ti poklici pomenijo skoraj polovico ženske delovne sile. In obratno, samo eno tretjino vodilnih mest v podjetjih EU zasedajo ženske.

Segregacijo krepijo tradicija in stereotipi , ki vplivajo na primer na izbiro izobraževalnih tečajev, vrednotenje in uvrščanje poklicev, pa tudi na udeležbo pri zaposlitvi. Zlasti ženske še vedno bolj kakor moški občutijo težave pri usklajevanju poklicnega in družinskega življenja . To vpliva na izbiro poklicne poti in se kaže v odločitvi za skrajšani delovni čas ali večkratno prekinitev poklicne poti, kar negativno vpliva na njihov poklicni razvoj. Skoraj tretjina žensk dela s skrajšanim delovnim časom, v primerjavi s samo 8 % moških. Čeprav odločitev lahko za ta način dela lahko odraža osebno izbiro in spodbuja udeležbo žensk na trgu dela, razlika v plačilu med ženskami in moškimi izrazito kaže, da svojega časa ne uporabljajo na enak način in da skrb za odvisne družinske člane v glavnem prevzamejo ženske. K temu neravnovesju prispeva še dejstvo, da ni dostopnih, cenovno dosegljivih in kakovostnih služb za varstvo otrok. Prav tako starševski dopust večinoma vzamejo ženske[6]. Starševstvo trajno zmanjša stopnjo zaposlenosti žensk, nikakor pa ne stopnje zaposlenosti moških. Zato se poklicna pot žensk veliko večkrat prekine, je počasnejša in tako tudi manj donosna.

Pri razlagi kazalnika razlike v plačilu je treba upoštevati dejstvo, da ne omogoča razlikovanja med objektivnimi dejavniki, ki pojasnjujejo razliko, in tistimi, ki so posledica diskriminacije, ali drugimi dejavniki.

2.2. Značilnosti razlike v plačilu v EU

V letu 2005 je bila razlika v plačilu med ženskami in moškimi ocenjena na 15 % v EU-27, kar je dve odstotni točki nižje od ravni v letu 1995 (glej prilogo). Ta relativna stabilnost je v nasprotju z odločnim povečanjem stopnje zaposlenosti žensk, ki je vse višji.

Zelo velika odstopanja so že med samimi državami članicami, saj se razlika giblje med 4 % (MT) in 25 % (EE, CY). Kljub vsemu razlika v plačilu ni splošni kazalnik enakosti med ženskami in moškimi, ker se nanaša samo na zaposlene osebe, in jo je treba razlagati glede na druge kazalnike v zvezi s trgom dela. To kaže na splošno razlike v načinu dela žensk. Tako je v večini držav, kjer je stopnja zaposlenosti žensk nizka (npr. MT, IT, EL, PL), tudi manjša razlika od povprečne, kar odraža majhno udeležbo nizkokvalificiranih in nekvalificiranih žensk na trgu dela. Večjo razliko na splošno spremlja večja segregacija na trgu dela (npr. CY, EE, SK, FI), kjer se veliko žensk odloča za skrajšani delovni čas (npr. DE, UK, NL, AT, SE). Poleg tega lahko institucionalni sistemi in mehanizmi za določanje plač prav tako vplivajo na razliko v plačilu.

Razlika v plačilu je prav tako večja od povprečne v podjetjih v zasebnem sektorju[7] (25 %), kjer močno niha glede na značilnosti posameznika, podjetja ali dela (glej statistike v prilogi). Ugotovljeno je na primer, da se razlike večajo z velikostjo podjetja, starostjo ter z ravnijo usposabljanja in kvalifikacije. Z drugimi besedami, kvalifikacije in pridobljene izkušnje žensk so manj plačane od tistih, ki so si jih pridobili moški. Sektorji, kjer je razlika v plačilu največja, pa so industrija, storitve v podjetjih in finančne dejavnosti.

3. ODPRAVA NEENAKOSTI PLAč MED žENSKAMI IN MOšKMI

Odprava razlike v plačilu med ženskami in moškimi je politična prednostna naloga Evropske komisije, potrjena v njenem Načrtu za enakost med ženskami in moškimi, sprejetim za obdobje 2006–2010.

Razlika v plačilu močno vpliva na položaj žensk v ekonomskem in socialnem življenju, ko so delovno aktivne in tudi pozneje. To je temeljna ovira za enako ekonomsko neodvisnost žensk in moških. Neizogibno vpliva na osebno izbiro, na primer kadar gre za način in trajanje dela, prekinitve poklicne poti ali delitev domačih in družinskih obveznosti. Še povečuje izpostavljenost žensk tveganju revščine, zlasti v enostarševskih družinah. Njeni učinki se čutijo celo po obdobju delovne aktivnosti, ko razlike v dohodkih postanejo razlike v pokojninah. To pomeni za gospodarstvo in družbo nesprejemljivo zapravljanje virov, ki onemogoča, da bi bile delovne zmožnosti žensk izkoriščene v celoti.

Odzivi politik, ki se izvajajo, so vedno usmerjeni v odpravo vseh temeljnih vidikov razlike v plačilu. Po eni strani je bilo pridobljenih precej izkušenj za boj proti diskriminaciji in zagotavljanje enakega obravnavanja. Po drugi strani so številni nezakonodajni ukrepi in pobude prispevali k pospeševanju enakosti med ženskami in moškimi v vseh pogledih.

Vztrajna razlika v plačilu kaže, da je kljub vsemu treba v sodelovanju z državami članicami in socialnimi partnerji spodbuditi razmišljanje o posebnih smernicah ukrepanja za zmanjšanje neupravičenih neenakosti v plačah. Opredeljena so bila štiri prednostna in dopolnilna področja. Z zakonodajnega vidika mora Komisija zagotavljati, da se veljavni okvir izvaja v celoti, pri tem pa opredeliti možnosti za izboljšave. Na področjih, ki presegajo njene pristojnosti, bo morala računati na dejavno vključevanje vseh zainteresiranih strani, zlasti držav članic in socialnih partnerjev. Predvsem je treba v celoti izkoristiti Evropsko strategijo za rast in delovna mesta in pri delodajalcih spodbujati enako plačilo. Dejansko so delodajalci tisti, ki morajo na prvi stopnji uporabiti načelo enakega plačila za enako ali enakovredno delo. Navsezadnje bo izmenjava dobrih praks na ravni Skupnosti omogočila boljše poznavanje pojava in razširjanje inovativnih rešitev za njegovo odpravo.

3.1. Analizirati možnosti za izboljšanje zakonodajnega okvira in njegovega izvajanja

Rimska pogodba je od leta 1957 v členu 119 vsebovala načelo enakosti plačila med moškimi in ženskami za enako delo. Ta člen, ki je postal člen 141 Pogodbe, določa, da morajo države članice zagotoviti uporabo načela enakosti plačila med moškimi in ženskami za enako delo ali za enakovredno delo (glej prilogo).

Člen 141 skuša doseči več od stroge pravne enakosti, priznava tudi potrebo po dejanski enakosti. Zato v odstavku 4 omogoča državam članicam, da bi zagotovili dejansko polno enakost med moškimi in ženskami v delovnem življenju , da ohranijo ali sprejmejo specifične ugodnosti, s katerimi se nezadostno zastopanemu spolu olajša opravljanje poklicne dejavnosti.

Leta 1975 je Svet sprejel Direktivo št. 75/117/EGS o približevanju zakonodaje držav članic v zvezi z uporabo načela enakega plačila za moške in ženske. Ta predvideva zlasti, da načelo enakega plačila za moške in ženske za isto delo ali za delo, ki se mu prisodi enaka vrednost, pomeni izključitev vsake diskriminacije, temelječe na spolu, v vseh plačilnih elementih in pogojih.

Sodišče se je moralo o teh odločbah že večkrat izrekati v obsežni sodni praksi, ki je imela precejšen vpliv na pravo na tem področju[8].

Pravni red Skupnosti na tem področju je bil vir večine nacionalnih zakonodaj glede načela enakosti plačila in je tako imel glavno vlogo v razvoju položaja žensk na trgu dela. Vendar ta pravni red ni omogočil odprave razlike v plačilu med ženskami in moškimi.

Čeprav te razlike niso nastale samo zaradi nezadostne zakonodaje ali njene slabe uporabe, je njena vloga[9] pri izboljšanju položaja zelo pomembna.

Zakonodaja Skupnosti je lahko učinkovita pri odpravljanju neposredne diskriminacije, kadar ženska prejema za enako delo nižji dohodek kakor njen moški kolega. Primere, ki še vedno obstajajo, lahko učinkovito obravnavajo pravni ali drugi mehanizmi na nacionalni ravni.

Vendar je bila ta zakonodaja manj učinkovita pri zagotavljanju upoštevanja načela enakega plačila za enakovredno delo. Na primer, v istem podjetju gre lahko za različno vrednotenje enakovrednih funkcij, od katerih eno večinoma opravljajo ženske, drugo pa večinoma moški. Dejansko je za to vrsto diskriminacije manj verjetno, da bi zaradi nje posamezniki sprožili sodni postopek, ker se je morebitne žrtve verjetno sploh ne zavedajo in tudi zato, ker je v takih primerih težko zbrati dokumentacijo, ki bi dokazovala diskriminacijo.

Ne glede na rezultate analize je zato treba preučiti, ali so potrebne spremembe zakonodajnega okvira Skupnosti, da bi bila zagotovljena izključitev neposredne in posredne diskriminacije, zlasti iz sistemov za določanje plačil. Zato bi lahko razmislili o okrepitvi določb za izključitev diskriminatornih elementov za enega od spolov iz sistemov plač.

Treba je tudi preučiti vlogo preglednosti v vseh njenih vidikih in v tem okviru analizirati določbe o obveznosti obveščanja delavcev in njihovih predstavnikov ter posvetovanja z njimi v zvezi s položajem in spremembami plačil žensk in moških v podjetju, ki so že predvidene v Direktivi 2002/73/ES.

Navsezadnje bi lahko države članice za spoprijemanje s segregacijo na trgu dela ob upoštevanju sodne prakse Sodišča bolj uporabljale možnost izvajanja pozitivnih ukrepov.

Komisija bo imela še naprej svojo vlogo varuhinje pogodb in zagotavljala, da se zadevna zakonodaja Skupnosti pravilno prenese in uporabi. Pri izvajanju te naloge ji bodo v podporo nacionalne organizacije, odgovorne za pospeševanje enakega obravnavanja žensk in moških[10].

Uporaba zakonodaje bi spodbudila boljše obveščanje in ozaveščanje o veljavnih zakonodajnih določbah. Raziskave so razkrile nepoznavanje evropske zakonodaje na področju enakosti plačil, enakosti obravnavanja in možnih pravnih sredstev. V povprečju je samo eden od treh državljanov potrdil, da pozna svoje pravice v primeru diskriminacije[11]. Torej je nujno treba še naprej informirati ne samo državljane na splošno ter predstavnike delavcev in delodajalcev, temveč tudi tiste, ki delajo v pravni stroki.

Navsezadnje možnost uskladitve poklicnega in zasebnega življenja prispeva k boljšemu ravnovesju v razdelitvi domačih in družinskih odgovornosti med ženskami in moškimi ter tako spodbuja bolj neprekinjeno vključevanje žensk na trg dela, kar prispeva k zmanjševanju razlike v plačilu. Komisija je začela posvetovanje z evropskimi socialnimi partnerji o vprašanju usklajevanja poklicnega in zasebnega življenja[12], ker meni, da bilo treba zakonodajo Skupnosti posodobiti.

Komisija bo:

- še naprej pozorno spremljala prenos in uporabo zakonodaje Skupnosti v državah članicah in uporabila podporo mreže nacionalnih organizacij, odgovornih za enakost med ženskami in moškimi, da bi prispevala k enotni razlagi in uporabi zakonodaje na področju enakosti plačila;

- v letu 2008 izvedla analizo sedanjih določb z vidika ustreznosti pravnih instrumentov glede na vzroke za razliko v plačilu in bo po potrebi predlagala prilagoditev zakonodajnega okvira Skupnosti;

- pozvala države članice, da v celoti izvajajo veljavne določbe na področju obveznosti delodajalcev, da informirajo delavce o enakosti obravnavanja v podjetjih;

- preučila, ali so potrebne smernice in pojasnila o izvajanju pozitivnih ukrepov za boj proti segregaciji na trgu dela;

- okrepila informacijske dejavnosti in ozaveščanje v zvezi z veljavno zakonodajo in pravnimi sredstvi v primerih diskriminacije in v to vključila tudi zadevne akterje v pravnem sistemu;

- po posvetovanju s socialnimi partnerji na ravni Skupnosti po potrebi predlagala ukrepe za izboljšanje usklajevanja poklicnega in zasebnega življenja na način, ki bo ženskam in moškim omogočal dostop na trg dela, kjer bi ostali v enakih pogojih.

3.2. V celoti izkoristiti Evropsko strategijo za rast in delovna mesta

Evropska strategija za rast in delovna mesta pomeni bistveni instrument za podporo enakosti med ženskimi in moškimi na trgu dela z aktivno pomočjo Strukturnih skladov. Odprta metoda sodelovanja na področju socialnega varstva in socialne vključenosti v povezavi s to strategijo prav tako priznava, da je spodbujanje enakih možnosti del prizadevanj držav članic, da bi okrepile socialno kohezijo v EU.

V sedanjem okviru Evropske strategije za rast in delovna mesta je zmanjšanje razlike v plačilu vključeno v dve integrirani smernici[13]. Ti prav tako spodbujata države članice, da opredelijo svoje obveznosti in cilje v zvezi z zastavljenimi prednostnimi nalogami. „Evropski pakt za enakost med spoloma”, ki je bil sprejet na spomladanskem zasedanju Evropskega sveta marca 2006, močno odraža zavezanost držav članic, da odločno ukrepajo na tem področju.

Za odpravo razlike v plačilu je potreben pristop, ki je ciljno usmerjen na celoto vseh temeljnih dejavnikov. Več držav članic je začelo izvajati ukrepe za desegregacijo na trgu dela, na področju izobraževanja in usposabljanja ter za uskladitev poklicnega in zasebnega življenja. Vendar je bilo v letnem poročilu Komisije o rasti in delovnih mestih za leto 2006[14] ter v skupnem poročilu o zaposlovanju 2006–2007[15] z obžalovanjem ugotovljeno, da razlika v plačilu še vedno obstaja, v zadnjem pa poudarjeno, da „sta si samo dve državi zastavili cilje na tem področju (EE in FI), medtem ko je večina držav članic vprašanje zanemarila” .

Poročilo Komisije o enakosti med ženskami in moškimi, poslano Evropskemu svetu, vsako leto poudarja, da velika razlika v plačilu še vedno obstaja in poziva države članice, da storijo vse za obvladovanje celote temeljnih vzrokov. Zaželeno bi bilo, da bi države članice v svoji nacionalnih programih reform upoštevale posebne pobude, ki jih izvajajo za odpravo razlike v plačilu, vključno s segregacijo na trgu dela in uskladitvijo poklicnega in zasebnega življenja. Komisija bo še naprej pripravljala poročila o razvoju razlike v plačilu in odzivih politik, sprejetih v okviru mehanizmov, vzpostavljenih za Evropsko strategijo za rast in delovna mesta, zlasti letno poročilo o napredku in skupno poročilo o zaposlovanju. Prav tako je pomembno zagotoviti spremljanje politik z uporabo skladnih, primerljivih in popolnih statistik, ki so pravočasno na voljo. Predvsem je treba razviti sposobnost analiziranja in razumevanja glavnih dejavnikov, ki določajo razliko, za sprostitev možnih poti ciljno usmerjenega ukrepanja. V ta namen je Eurostat v letu 2007 skupaj z državami članicami ustanovil delovno skupino za veljavni strukturni kazalnik, s ciljem izboljšati njegovo kakovost in primerljivost.

Komisija bo

- izboljšala ponudbo in kakovost statistik v zvezi s strukturnim kazalnikom razlike v plačilu, vključno s potrebnimi razčlenitvami in orodji, ki omogočajo opredelitev in analizo dejavnikov, ki določajo razliko, in zagotovila ustrezno distribucijo;

- ocenila najboljši način za nadaljevanje odpravljanja razlike v plačilu med ženskami in moškimi v okviru prihodnjih integriranih smernic Strategije za rast in delovna mesta, določenih za obdobje 2008–2010;

- pozvala države članice, da odslej določijo nacionalne cilje in časovni razpored zmanjševanja razlike v plačilu med ženskami in moškimi na podlagi skladnih, primerljivih in popolnih statistik;

- pozvala države članice, da v celoti izkoristijo možnosti Evropskega socialnega sklada, zlasti za obvladovanje neposrednih in posrednih vzrokov za razlike v plačilu med ženskami in moškimi, za boljši dostop žensk do zaposlitve in za zmanjšanje segregacije po spolu na trgu dela.

3.3. Spodbujati enakost plač pri delodajalcih

Delodajalci imajo ključno vlogo pri odpravljanju neupravičenih neenakosti plačila. Njihova odgovornost je, da upoštevajo zakonodajo s tega področja. Vendarle je tudi v njihovem interesu delovati na odgovoren način, da bi znotraj svojih organizacij spodbudili enakost med ženskami in moškimi. To se nanaša na zasebna in tudi javna podjetja. Komisija izvaja program ukrepanja za enake možnosti za svoje osebje. Glede tega je treba poudariti, da tudi v javni upravi še vedno obstaja razlika v plačilu, ki sta jo povzročila v glavnem poklicna segregacija in šibka prisotnost žensk na vodstvenih mestih in na mestih, kjer se sprejemajo odločitve.

Spodbujanje enakosti ni samo etično vprašanje, ampak omogoča tudi konkurenčno prednost podjetjem, ker omogoča njihovemu osebju, da v celoti izkoristi svoje delovne zmožnosti. Poleg tega je enakost med ženskami in moškimi eno od prednostnih področij delovanja Evropske zveze za družbeno odgovornost podjetij [16] (CSR). Komisija v tem okviru poziva Zvezo, da predlaga pobude za pospeševanje uporabe dobrih praks na področju odprave razlike v plačilu.

Nekatere države članice podpirajo prizadevanja delodajalcev, zlasti s spodbujanjem dodeljevanja nalepk podjetjem, katerih prakse na področju poklicne enakosti in upravljanja človeških virov poudarjajo pomen enakosti med ženskami in moškimi. Komisija bo lahko spodbujala izmenjavo dobrih praks na tem področju. Odslej podpira dejavnosti za ozaveščanje na področju boja proti stereotipom te vrste v podjetjih, zlasti s podporo programa PROGRESS.

Poleg tega imajo javne službe pomembno vlogo v nacionalnih gospodarstvih, saj javne pogodbe pomenijo 16 % BDP Skupnosti. Torej imajo možnost spodbujati svoje ponudnike storitev, da prevzamejo družbeno odgovorno ravnanje. V ta namen direktivi 2004/17/ES[17] in 2004/18/ES[18] predvidevata, da „naročniki lahko določajo posebne pogoje v zvezi z izvajanjem naročila (…), [ki] se lahko nanašajo zlasti na družbene in okoljske vidike” .

Komisija bo

- pozvala nacionalne javne službe, da storijo vse za zmanjšanje razlike v plačilu za svoje osebje in prek postopkov za oddajo javnih naročil spodbujajo enakost plač pri ponudnikih storitev;

- vključila razsežnosti enakosti obravnavanja in enakosti plač v priročnik, ki ga pripravlja za leto 2008, o vključitvi socialnih meril v postopke za oddajo javnih naročil.

3.4. Podpora izmenjavi izkušenj o dobrih praksah na ravni Skupnosti

Več držav članic je uvedlo nacionalne pobude za odpravo razlike v plačilu. Te v glavnem vključujejo: zakonodajne ukrepe za pospeševanje enakosti plač, s katerimi bi na primer spodbudile podjetja ali pa od njih zahtevale, da analizirajo in odpravijo neupravičene razlike v plačilu med svojim osebjem; dejavne politike enakosti med spoloma, ki skušajo zlasti odpraviti strukturne neenakosti na trgu dela; plačne politike, katerih namen je ponovno oceniti poklice, ki so slabše plačani.

Ena od prednostnih nalog okvira ukrepov za enakost med ženskami in moškimi, ki so jo marca 2005 sprejeli evropski socialni partnerji, je zmanjšanje razlike v plačilu. Glede na prvo poročilo o nadaljnjem spremljanju in izvajanju, odobreno v začetku leta 2007, je okvir ukrepov spodbudil veliko število pobud na nacionalni ravni, z uporabo številnih različnih instrumentov, zlasti ukrepov za ozaveščanje in usposabljanje, oblikovanje orodij za primerjanje plač ali opredelitev strategij za zmanjšanje razlike v plačilu.

Raznovrstnost sprejetih pristopov odraža zapletenost pojava. Enakost plačila je mogoče doseči samo z ukrepanjem na vseh ravneh, ki zajema vse zainteresirane strani, in delovanjem na celoto dejavnikov, ki so povzročitelji razlike. Za zmanjšanje te razlike sta bistvena elementa dobro poznavanje vprašanj, povezanih z razliko v plačilu, in razširjanje dobrih praks, ki jih izvajajo različni udeleženci. Komisija bo spodbujala izmenjavo dobrih praks na tem področju.

Evropski inštitut za enakost spolov[19] bo mogoče pozvati, da zagotovi tehnično pomoč v boju proti razliki v plačilu.

- Komisija poziva socialne partnerje, da si v svojem okviru ukrepov prizadevajo za enakost med ženskimi in moškimi, pri tem pa ima prednost zlasti zmanjšanje razlike v plačilu.

4. SKLEPI

Enakost med ženskami in moškimi in nediskriminacija sta del temeljnih načel Evropske unije. Vztrajna razlika v plačilu med ženskami in moškimi je znak, da so ženske še vedno žrtve neposredne in posredne diskriminacije ter neenakosti na trgu dela, poleg tega pa preprečuje, da bile delovne zmožnosti žensk v celoti izkoriščene in doseženi cilji Evropske strategije za rast in delovna mesta.

Predvsem je treba razviti sposobnost analiziranja pojava, ki je še vedno zapleten in slabo razumljen. To bo omogočilo sprostitev poti ciljno usmerjenega ukrepanja in v sedanjem zakonodajnem okviru opredelitev možnih izboljšanj, ki bi lahko privedla do znatnega zmanjšanja razlike v plačilu.

Cilj tega sporočila je dati nov polet boju proti razliki v plačilu. Dokazuje popolno zavezanost Komisije, da stori vse za odpravo neupravičenih neenakosti plač med ženskami in moškimi. Za dosego tega cilja bo potrebna dejavna vključitev vseh zainteresiranih strani, zlasti držav članic in socialnih partnerjev.

ANNEXE

1. LEGAL FRAMEWORK

The principle of equal pay for equal work between male and female workers was embedded in the Treaty of Rome. In its current wording, article 141 EC (ex-article 119) foresees that Member States shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied. For the purpose of this article, "pay" means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his employment, from his employer. Article 141 EC foresees also that "with a view to ensuring full equality in practice between men and women in working life, the principle of equal treatment shall not prevent any Member State from maintaining or adopting measures providing for specific advantages in order to make it easier for the underrepresented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers" (positive actions).

On 10 February 1975, the Council adopted Directive 75/117/EEC on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women. The Directive notably foresees that the principle of equal pay means, for the same work or for work to which equal value is attributed, the elimination of all discrimination on grounds of sex with regard to all aspects and conditions of remuneration. In particular, where a job classification system is used for determining pay, it must be based on the same criteria for both men and women and so drawn up as to exclude any discrimination on grounds of sex.

The Court of Justice developed a significant case law related to article 141 of the Treaty (ex article 119) and to Directive 75/117/EEC. In particular, the Court very soon underlined that the principle of equal pay numbered amongst the fundamental principles of the Community and could be invoked by any citizen in front on national jurisdictions (direct effect).

The Court of Justice was asked to interpret the concept of "pay" and has by this way considerably broadened its scope. The Court held that constitutes "pay" within the meaning of Article 141 EC, notably, a contribution to a retirement benefits scheme which is paid by an employer in the name of employees by means of an addition to the gross salary (case 69/80, Worringham), benefits paid by an employer to a worker in connection with the latter' s compulsory redundancy (case C-262/88, Barber), a pension paid under a contracted-out private occupational scheme (case C-262/88, Barber), a survivor's pension provided for by an occupational pension scheme (case C-109/91, Ten Over), benefits granted under a pension scheme, including survivors' benefits (case C-147/95, Ilektrismou), compensation received for losses of earnings due to attendance at training courses imparting the information necessary for performing staff council functions. (case C-457/93, Lewark), a monthly salary supplement (case C-381/99, Brunnhofer), a Christmas bonus (case C-333/97 Aboulaye). According to case C-400/93 (Royal Copenhagen), it also applies to piece-work pay schemes.

The case law of the Court has also interpreted extensively the notion of “equal work”. In case 129/79, Macarthys), the Court held that the principal should not be restricted by the introduction of a requirement of contemporaneity. In case 61/81 (Commission v. UK), the Court said that it is the responsibility of the Member States to guarantee the right to receive equal pay for work of equal value even in the absence of a system of job classification. It follows that where there is disagreement as to the application of the concept of "work to which equal value is attributed", the worker must be entitled to claim before an appropriate authority that his work has the same value as other work and, if that is found to be the case, to have his rights under the treaty and the directive acknowledged by a binding decision. In case 157/86 (Murphy), the court held that the principle covers the case where a worker is engaged in work of higher value than that of the person with whom a comparison was to be made.

A number of judgements of the Court deal with the indirect discrimination in situations of part-time work. In case 96/80 (Jenkins), the Court held that the principle applies to the payment of lower hourly rates of remuneration for part-time work than for full-time work. In case 170/84 (Bilka), the Court found that Article 119 (now 141) was infringed when an employer excludes part-time employees from its occupational pension scheme, where the exclusion affects a far greater number of women, unless the undertaking shows that the exclusion is based on objectively justified factors unrelated to any discrimination on grounds of sex. In case 171/88 (Rinner-Kühn), the Court held that this Article precluded a legislation which permits employers to exclude certain part-time employees from the continued payment of wages in the event of illness. In case C-33/89 (Kowalska), the Court ruled that a clause in a collective agreement under which employers may exclude part-time employees from the payment of a severance grant was contrary to Article 119 when in fact a considerably lower percentage of men work part-time. In case C-184/89 (Nimz), the Court declared contrary to Article 119 a collective agreement that provides for the seniority of workers performing at least three quarters of normal working time to be fully taken into account for reclassification in a higher salary grade, where only one half of such seniority was taken into account in the case of workers whose working time was inferior, where the latter group comprises a considerably smaller percentage of men than women. On the other hand, in case joint cases C-399/92, C-409/92, C-495/92, C-34/93, C-50/93 and C-78/93 (Helmig), the Court ruled that this Article did not prevent a collective agreement from restricting payment of overtime supplements to cases where the normal working hours for full-time employees were exceeded. In case, C-1/95, the Court found that it was contrary to Community law to require that, for the purpose of calculating the length of service, periods of part-time employment of one-half and two-thirds of normal working time were counted only as two thirds of normal hours, except if justified by objective criteria unrelated to any discrimination on grounds of sex. In case 281/97 (Krüger), the Court decided that an exclusion by a collective agreement from entitlement to a special annual bonus of persons in employment which involves a normal working week of less than 15 hours and normal pay not exceeding a fraction of the monthly baseline and is, on that basis, exempt from compulsory social insurance constitutes indirect discrimination based on sex, where that exclusion applies independently of the sex of the worker but actually affects a considerably higher percentage of women than men.

On the other hand, the court has admitted that a classification system use the criterion of muscular effort of the work. Nevertheless, in order for a classification system not to be discriminatory as a whole, it must take into account criteria for which workers of each sex may show particular aptitude. In case 109/88 (Danfoss), the Court ruled that when an undertaking applies a non transparent system of pay, it is up for the employer to prove that it is not discriminatory in practice. On the other hand, the Court held also that the employer had to justify the recourse to the criteria of mobility and training, but not the recourse to the criterion of length of service. In case C-127/92 (Enderby), the Court held that where significant statistics disclose an appreciable difference in pay between two jobs of equal value, one of which carried out almost exclusively by women, Article 119 requires the employer to show that the difference is based on objectively justified factors unrelated to any discrimination on grounds of sex. The fact that the pay rates were agreed by collective bargaining is not sufficient objective justification for the difference in pay. In case C-17/05 (Cadman), the Court confirmed its previous case law (Danfoss) and held that since, as a general rule, recourse to the criterion of length of service is appropriate to attain the legitimate objective of rewarding experience acquired which enables the worker to perform his duties better, the employer does not have to establish specifically that recourse to that criterion is appropriate to attain that objective as regards a particular job, unless the worker provides evidence capable of raising serious doubts in that regard.

There are other Directives in the field of equality between men and women which are relevant as far as the gender pay gap is concerned.

It is the case, notably, of Directive 76/207/EEC, as amended by Directive 2002/73/EC, which aims at implementing the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions, which states that "the application of the principle of equal treatment means that there shall be no direct or indirect discrimination on the grounds of sex in the public or private sectors, including public bodies, in relation to (…) employment and working conditions, including dismissals, as well as pay as provided for in Directive 75/117/EEC".

It has also to be noted that Directive 97/80/EC on the burden of proof in cases of discrimination based on sex applies to the situations covered by Article 141 EC and Directive 75/117/EEC. This Directive lays down that "Member States shall take such measures as are necessary, in accordance with their national judicial systems, to ensure that, when persons who consider themselves wronged because the principle of equal treatment has not been applied to them establish, before a court or other competent authority, facts from which it may be presumed that there has been direct or indirect discrimination, it shall be for the respondent to prove that there has been no breach of the principle of equal treatment".

Extracts from the Treaty establishing the European Community

Article 2

The Community shall have as its task, by establishing a common market and an economic and monetary union and by implementing common policies or activities referred to in Articles 3 and 4, to promote throughout the Community a harmonious, balanced and sustainable development of economic activities, a high level of employment and of social protection, equality between men and women (…).

Article 141

(1) Each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.

(2) For the purpose of this article, "pay" means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his employment, from his employer.

Equal pay without discrimination based on sex means:

1. that pay for the same work at piece rates shall be calculated on the basis of the same unit of measurement;

2. that pay for work at time rates shall be the same for the same job.

(3) The Council, acting in accordance with the procedure referred to in Article 251, and after consulting the Economic and Social Committee, shall adopt measures to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation, including the principle of equal pay for equal work or work of equal value.

(4) With a view to ensuring full equality in practice between men and women in working life, the principle of equal treatment shall not prevent any Member State from maintaining or adopting measures providing for specific advantages in order to make it easier for the underrepresented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers.

2. INDICATOR "GENDER PAY GAP IN UNADJUSTED FORM"

The Lisbon strategy has stressed the need to address gender inequality in the EU labour markets, including the gender pay gap, and put forward an employment rate target for women. Structural indicators measuring the female employment rate and the gender pay gap were included. The gender pay gap (in unadjusted form) - measuring the difference in average gross hourly earnings between men and women across the whole economy and all establishments – is one of the structural indicators to monitor progress in the framework of the Lisbon Strategy.

In 2003, the Commission realised a Staff Working Paper "Gender pay gaps in European labour markets - Measurement, analysis and policy implications" (SEC(2003)937) with the purpose to review the definition of the structural indicator to monitor the overall size and evolution of the gender pay gap; to summarise recent work analysing factors related to the gender pay gap; and to discuss the implications of the results of these analyses for measuring both the gender pay gap and progress to reduce it, for data provision and for policies to tackle gender pay gaps. Excerpts from this document are provided hereafter as background information on the indicator.

2.1. Definition

The definition currently used by Eurostat is as follows:

The gender pay gap is given as the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The gender pay gap is based on several data sources, including the European Community Household Panel (ECHP), the EU Survey on Income and Living Conditions (EU-SILC) and national sources. The target population consists of all paid employees aged 16-64 that are 'at work 15+ hours per week'.

Hourly earnings are obtained by dividing gross monthly normal earnings from the main job by four times the number of worked hours per week in the main job, including normal overtime, but excluding bonuses, irregular overtime, any 13th month payments and the like. EU estimates are population-weighted averages of the latest available national data, adjusted, where possible, to take into account a change in the data source. Countries without any previous gender pay gap data for a specific year are excluded from the EU estimates. Where data have been provided by the National Statistical Offices based on national sources, the indicators for these countries cannot be considered to be fully comparable.

It should also be noted that measures of the gender pay gap are sensitive to the data source, the sample restrictions and the choice of the dependent variable (hourly or monthly earnings; net or gross earnings; inclusion of bonus payments; etc.).

2.2. Explanatory factors

The gender pay gap varies considerably by individual, job and firm characteristics. While these findings provide important information on the nature of gender imbalances in the labour market, they do not allow conclusions as to the relative impact of the various factors on the overall gender pay gap. Further analyses are needed to identify the factors related to the gender pay gap. The observed gender pay gaps could be due to a whole range of factors, including:

- personal characteristics such as age, educational background, family background, presence of children, experience in the labour market, previous career interruptions and tenure on the job;

- job characteristics such as occupation, working time, contract type, job status, career prospects and working conditions;

- firm characteristics such as sector, firm size, work organisation, recruitment behaviour and the firm's compensation and human resources policies;

- gender segregation by occupation or sector;

- institutional characteristics including education and training systems, wage bargaining, wage formation and tax and benefit systems, industrial relations, parental leave arrangements and the provision of childcare facilities before and during compulsory school years; as well as

- social norms and traditions regarding education, labour market participation, job choice, career patterns and the evaluation of male- and female-dominated occupations.

The above personal, job and firm characteristics reflect systematic differences in the composition of the male and female workforce. They can reflect objective differences in productivity - which in turn would lead to differences in wages - as well as differences in incentives, opportunity costs and preferences for job and firms characteristics – which would explain systematic differences in labour market participation, job access and career progression

Many of these labour market characteristics, however, could themselves be the outcome of discriminatory processes, including institutional settings, pay policies and social norms and traditions. It is obvious that, in the presence of such ‘indirect discrimination’, gender pay gaps do not just reflect systematic pay differences due to differences in choice behaviour, productivity or labour market characteristics. Moreover, women or men could also be subject to ‘direct discrimination’ by receiving lower pay than workers with the same characteristics and job performance.

It is therefore one of the main challenges to distinguish pay differences resulting from different labour market characteristics, on the one hand, and differences due to indirect or direct discrimination, on the other, including the societal differences in the evaluation of work in male and female dominated sectors or occupations.

2.3. Implications for the gender pay gap indicator

The above analysis on the determinants of gender pay gaps in the European labour markets show to what extent these factors and their impact on gender gaps vary across Member States. They also highlight the role of both direct and indirect discrimination for the gender pay gap and the related statistical problems due to e.g. (endogenous) educational or occupational choice and (selective) labour market participation in measuring and analysing the gender pay gap, thus clarifying the difficulties encountered when adjusting gender pay gaps and interpreting the results.

The results summarised above confirm in particular the complex nature of gender equality and gender gaps in labour markets as multi-facetted social and economic phenomena, including the working of education and training, job classification and wage formation systems as well as social norms and traditions. In particular no clear borders exist between composition effects and remuneration effects. Furthermore, selection effects might complicate the analysis. The gender pay gap (in unadjusted form) gives an overall picture of gender pay equality and has therefore so far been chosen as structural indicator to measure gender inequalities in earnings and express the related challenges.

3. STATISTICS ON THE PAY GAP AND THE SITUATION OF WOMEN ON THE LABOUR MARKET

Figure 1 – Gender pay gap in the EU, 2005 (%) (1)

[pic]

Source: Eurostat.

Administrative data are used for LU, Labour Force Survey for FR and MT. Provisional results of EU-SILC (Statistics on Income and Living Conditions) are used for BE, EL, ES, IE, IT, AT, PT, and UK. All other sources are national surveys. EU27 estimates are population weighted-averages of the latest available values.

(1) The gender pay gap in unadjusted form is a structural indicator adopted for the follow-up of the European Strategy for growth and employment. It is defined as the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The population consists of all paid employees aged 16-64 that are at work 15+ hours per week.

Table 1 – Gender pay gap (%) in the EU

(1) Estimate. (2) Break in series (3) Provisional value. |

Figure 2 - Gender pay gap, breakdown by personal characteristics (1) (%)

[pic]

Source: Eurostat: Structure of Earnings Survey 2002.

(1) The unadjusted gender pay gap (GPG) is defined as the difference between men's and women's average gross hourly earnings as a percentage of men's average gross hourly earnings. The data presented above (EU-27) covers enterprises, with 10 or more employees, in the sectors of industry and services excluding public administration (NACE Rev.1.1 C to K).

Figure 3 - Gender pay gap, breakdown by enterprise characteristics (1) (%)

[pic]Source: Eurostat: Structure of Earnings Survey 2002.

(1) The unadjusted gender pay gap (GPG) is defined as the difference between men's and women's average gross hourly earnings as a percentage of men's average gross hourly earnings. The data presented above (EU-27) covers enterprises, with 10 or more employees, in the sectors of industry and services excluding public administration (NACE Rev.1.1 C to K).

Figure 4 - Gender pay gap, breakdown by job characteristics (1) (%)

[pic]

Source: Eurostat: Structure of Earnings Survey 2002.

(1) The unadjusted gender pay gap (GPG) is defined as the difference between men's and women's average gross hourly earnings as a percentage of men's average gross hourly earnings. The data presented above (EU-27) covers enterprises, with 10 or more employees, in the sectors of industry and services excluding public administration (NACE Rev.1.1 C to K).

Figure 5 - Employment rates in the EU - 2006

[pic]

Source: Eurostat, Labour Force Survey (LFS), annual averages.

Provisional data for FR and EU-27

Figure 6 - Absolute gender gap in employment rates in the EU - 1998 and 2006 (Difference between men's and women's employment rates)

[pic]

Source: Eurostat, Labour Force Survey (LFS), annual averages.

Exception to the reference year : (1) 2000 : BG, CY and MT. FR, EU27: provisional data.

Figure 7 - Share of part-time workers in total employment - 2006

[pic]

Source: Eurostat, Labour Force Survey (LFS), Annual results

IE: no data available, FR and EU-27 provisional data

Figure 8 - Educational attainment (at least upper secondary school) of women and men aged 20-24 in the EU – 2006

[pic]

Source: Eurostat, Labour Force Survey (LFS), annual averages.

NB: BG, EL, IT, CY, MT, RO, FI : Provisional value.

Students living abroad for one year or more and conscripts on compulsory military service are not covered by the EU Labour Force Survey, which may imply lower rates than those available at national level. This is especially relevant for CY.

Figure 9 - Managers in the EU - Distribution by sex 2000 and 2006

[pic]

Source: Eurostat, Labour Force Survey (LFS), spring results.

Managers are persons classified in ISCO 12 and 13. FR 2006: provisional data. MT and CY: data lack reliability due to small sample size. IT: Change of data collection method. No data for RO in 2000

Figure 10 - Tertiary education graduates sex and by field of study EU 25- 2004

[pic]

Source: Eurostat Tertiary education graduates include all graduates of levels ISCED 5 and 6.

Figure 11 - Gender segregation in occupations in the EU - 2006

[pic]

Source: Eurostat - LFS

Gender segregation in occupations is calculated as the average national share of employment for women and men applied to each occupation; differences are added up to produce the total amount of gender imbalance expressed as a proportion of total employment (ISCO classification).

Figure 12 - Gender segregation in economic sectors in the EU - 2006

[pic]

Source: Eurostat - LFS

Gender segregation in sectors is calculated as the average national share of employment for women and men applied to each sector; differences are added up to produce the total amount of gender imbalance expressed as a proportion of total employment (NACE classification).

Figure 13 - Employment rates of women aged 20-49, depending on whether they have children (under 12) – 2005

[pic]

Source: Eurostat, European Labour Force Survey, annual averages.

No data available for DK, IE and SE.

4. EXAMPLES OF NATIONAL INITIATIVE S TO FIGHT THE GENDER PAY GAP

BE | Guidebook on job classification available for employers and trade unions to avoid and eliminate gender bias in pay systems (2006) Equal Pay Day established, with the aim of raising awareness of the public about the persistence of gender wage inequality. 2006 decision by the federal government to establish an annual report monitoring progress in reducing the gender pay gap. First report published in March 2007. |

EL | Guide for the integration of gender equality in firms, including equal pay for work of equal value, with recommendations to public administration and social partners. |

ES | Spain adopted in March 2007 a new gender equality law that notably includes provisions on fighting discrimination, allowing positive action measures in collective agreements, encouraging reconciliation of work and family life, promoting equality plans and fostering good practices (1) |

FR | Law on equality of remuneration between men and women (March 2006) strengthening women's rights in respect of maternity leave; obligation for enterprises to take steps to close the gender pay gap by 31 December 2010 and to provide for catch up salary payments to be made following maternity or adoption leave. Obligation of gender pay bargaining in companies and sectors. |

HU | Law aimed at promoting voluntary regulation on equal opportunities; Equal Opportunity Plan (EOP) to be adopted by public employers and private employers with State-owned share over 50% for each year. |

IT | Obligation for public and private firms employing more than 100 employees to provide statistical information on the employment conditions of their employees broken down by gender every two years (1991 Law on Positive Actions; Article 9, Act 125/1991). Companies to give the report to local equality advisors and trade unions. |

LU | Obligation for social partners to bargain on equal pay (law of June 2004). Collective bargaining has to include a provision concerning the implementation of the principle of equal pay between men and women. |

NL | Equal pay working group (2005) established, bringing together organisations relevant to equal pay – employees and employers organisations, the Equal Treatment Commission, the Dutch Human Resources Policy Association and the Dutch Association for Employee Participation. |

PT | Obligation for all employers to display in November in a visible place for a period of at least 30 days, the list of their staff indicating each employee's earnings (Law Nº 35/2004, of 29 July, Articles 452 to 457 and 490), with the exception of central, regional and local administrations, public institutes and other collective public entities, as well as employers of domestic service workers Training on gender equality for judges and other agents involved in the process of justice administration, promoted by the Commission for Equality in Labour and Employment |

SE | Equal Opportunities Act provides that all employers with a minimum of ten employees are required to prepare an annual equal opportunities plan as well as a plan of action for equal pay. |

UK | Equality Act (2006) places a statutory duty on all public authorities to have due regard to the need to eliminate unlawful discrimination and harassment and promote equality of opportunity between men and women. |

Source: "Gender Pay Gap – Origins and policy responses", Group of Experts on Gender, Social Inclusion and Employment, 2006

(1) Added after the completion of the report.

[1] COM(2006) 92. Resolucija Evropskega parlamenta z dne 13. marca 2007 o Načrtu (P6_TA(2007)0063) poziva Komisijo, da ukrepa za odpravo razlike v plačilu.

[2] Razlika (nepopravljena) v povprečnem bruto urnem plačilu med moškimi in ženskami v odstotkih glede na plačilo moških. Glej opredelitev v točki 2 priloge.

[3] SEC(2003) 937

[4] „The Gender Pay Gap – Origins and Policy Responses”, Skupina ekonomskih strokovnjakov na področju spola, socialne vključenosti in zaposlovanja,http://bookshop.europa.eu/eubookshop/FileCache/PUBPDF/KE7606200ENC/KE7606200ENC_002.pdf

[5] COM(94) 6.

[6] Eurobarometer 189 / 59.1

[7] Glej prilogo, točka 3.

[8] Glej prilogo, točka 1.

[9] „Report on Equal Pay”, Mreža neodvisnih pravnih strokovnjakov na področju zaposlovanja, socialnih zadev in enakosti med moškimi in ženskami,http://ec.europa.eu/employment_social/gender_equality/legislation/ report_equal_pay.pdf

[10] Člen 8a Direktive 76/207/ES, kakor je bila spremenjena z Direktivo 2002/73/ES.

[11] Eurobarometer 263/65.4

[12] SEC(2007) 571

[13] Sklep Sveta št. 2005/600/ES, smernici 18 in 22.

[14] COM(2006) 816.

[15] Dok. Sveta 6706/07.

[16] COM(2006) 136.

[17] Direktiva 2004/17/ES Evropskega parlamenta in Sveta z dne 31. marca 2004.

[18] Direktiva 2004/18/ES Evropskega parlamenta in Sveta z dne 31. marca 2004.

[19] Uredba (ES) št. 1922/2006.