91997E3668

WRITTEN QUESTION E-3668/97 by Freddy Blak (PSE) to the Commission (19 November 1997)

Subject: Equal pay

The difference between men's and women's pay has increased in Denmark in recent years. The contrast is now so sharp that the average monthly wage of a male and female worker differs by 147.3%. A new study shows that wage differences primarily arise where the system of pay is not transparent and the criteria determining the amount of pay are not clear and objective.

Systems of pay that lead to growing wage differentials between men and women must clearly be contrary to Directive 75/117/EEC ((OJ L 45, 19.2.1975, p. 19. )) on equal pay. What stringent sanctions will the Commission use to ensure that Denmark complies with the equal pay directive?

Answer given by Mr Flynn on behalf of the Commission (14 January 1998)

The principle that men and women should receive equal pay for equal work has been enshrined in Community law since its origins (Article 119 of the EC Treaty). It was amplified by the equal pay Directive 75/117/EEC, which introduced the concept of equal pay for work of equal value. All Member States, including Denmark, have fully transposed into their national law this Community legislation. However, the attainment of equal pay for women and men is not yet a reality due to various factors (horizontal and vertical segregation in the structure of female employment, undervaluing of female occupations, variations in employment structures and reward systems). In order to help lessen the pay gap between women and men, the Commission adopted in July 1996 a code of practice in this field. This aims to provide concrete advice for employers and collective bargaining partners at all levels, on how to set up and implement job evaluation and job classification systems, which are considered to be essential in order to eliminate sexual discrimination from pay structures.