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Usa: lotta alla disparità salariale tra uomini e donne
Negli Usa la disparità salariale tra uomini e donne persiste. L'American Assocation of University Women ha di recente pubblicato una serie di documenti approfonditi inerenti la questione.
Lo stesso ha fatto la National Organisation for Women.
Altre due organizzzaioni aiutano le donne nella lotta per la parità salariale.
Il National Commitee on Pay Equity e Wage offrono informazioni dettagliate su leggi esistenti, azioni di sensibilizzazione, iniziative legislative e modalità per le lavoratrici su come calcolare e confrontare la propria busta paga.
Census statistics released on Women's Equality Day--August 26, 2008--show that the gap between men's and women's earnings changed by less than one percent from 2006 to 2007, narrowing only slightly from 76.9 to 77.8 percent. Based on the median earnings of full-time, year-round workers, women's earnings were $35,102, and men's earnings were $45,113.
It is important to note that women's choices regarding work are not made in a vacuum. Factors that impact women's decisions include: workplace discrimination, either experienced or anticipated; a lack of women-friendly policies and resources in the workplace; persistent stereotypes that steer women and men toward different education, training and career paths; different societal expectations for wives compared to husbands and mothers compared to fathers; and myriad forms of sexism, both subtle and blatant.Gran Bretagna: persiste la disparità salariale tra uomini e donne
The Women and Work Commission, which was established to consider how to close the gender pay gap, said it had widened to 22.6% from 21.9% in 2007.
Three years after its first report, the commission said women were still being pushed into "traditional" jobs.
Among the 43 recommendations put forward in the review were:
• Work experience placements for girls in occupations where women are traditionally not well represented
• Buddy programme to team girls together on placements in non-traditional sectors to help with their confidence
• Similar buddy system for apprenticeships and diplomas to allow participants to speak to successful women in similar jobs
• A careers adviser trained in challenging gender and socio-economic stereotyping for every school
• In childcare, the government should consider what could be done to boost wages and professionalise the sector, which still attracts mainly women workers
Kat Banyard, campaigns officer of the Fawcett Society - which campaigns for equality between men and women - said she was disappointed by the focus of the report.
"The largest single cause of the pay gap is discrimination, the solution is not less segregation of roles, but paying women what they are worth," she added.
"Women are also being paid less by employers than their male counterparts, yet employers are under no obligation to check that women are not paid less."
http://news.bbc.co.uk/2/hi/business/8173445.stm
http://news.bbc.co.uk/2/hi/business/8044720.stm
http://news.bbc.co.uk/2/hi/business/8163866.stm
Germania: importante disparità salariale tra uomini e donne
the study also found that women in Germany earn 23 percent less than men – well above the EU average of 16.6 percent less. The gender gap is larger in only Cyprus, the Netherlands, Slovakia and Estonia. The smallest wage gaps are in Italy (4.4 percent), Portugal and Slovakia (both at 8.3 percent).
European trade unions sharply criticised salary development in Germany, The unfair difference between male and female salaries is a scandal, said General Secretary for the European Trade Union Confederation (ETUC), Reiner Hoffmann, told the paper.
"The employers in Germany must finally change and give women equal rights in payment,” he said. “Other countries show that it’s possible.”
Regno Unito: discriminazione nei confronti delle donne nel mondo della finanza
Women in some of the UK’s leading finance companies receive around 80 per cent less in performance related pay than male colleagues, an inquiry by the Commission has found. The disparity is a major factor behind the massive gender pay gap in the finance sector.
Recommendations in the report include:
- Appointing a board member to set the tone, champion the issues and drive change
- Incorporating equality and diversity into organisational and individual objectives
- Undertaking annual equal pay audits and publishing the data
- Ensuring maternity, paternity and parental support schemes are in place and effective
- Monitoring the implementation and impact of policy on gender equality
The Commission has now begun the third phase of its Inquiry which will involve collaboration with finance companies, employees, industry associations, leaders, regulators and trade unions to develop more targeted solutions to the gender inequalities identified in its report.
Germania: importanti disparità salariali tra uomini e donne nel pubblico impiego
Congratulazioni alla Cancelliera Merkel per la sua rielezione. Ovviamente mi felicito che un paese importante come la Germania abbia confermato per la seconda volta di voler essere guidato da una donna. Da adesso in avanti la figura del cancelliere potrà essere associata ad una donna come ad un uomo.
Questo non significa che le donne tedesche abbiano raggiunto la parità assoluta come si evidenzia dall'articolo riportato, l'ultimo di una serie. Esiste a quanto pare un importante problema legato alla disparità salariale nel mondo del lavoro. Mi auguro che la cabcelliera Merkel se ne occupi con la massima urgenza e che abbandoni il disgraziato progetto di ampliamento delle centrali nucleari.
Female German public officials earn almost a fifth less than their male counterparts, according to a new study published in daily Die Welt on Monday.The wage gap for the government jobs averaged 18.7 percent, the Confederation of German Trade Unions (DGB) study found.
The difference was particularly stark in middle and high positions, where the difference was 23.2 and 22.6 percent. Meanwhile female judges were found to earn 20.1 percent less than their male colleagues.
Regno Unito: mobilitazione per la parità salariale tra uomini e donne
On Equal Pay Day individuals and groups across the country will be taking action to mark the day that women effectively receive their last pay cheque of the year. This is because the 17.1% full-time gender pay gap is equivalent to men being paid all year round while women work for free after 30th October. Equal Pay Day 2009 is calling on the Government to get tough on pay inequality in the UK.
Danimarca: continua la disparità salariale tra uomini e donne manager
Pay difference between male and female managers and executives rose by 20 percent last year
The pay gap between male and female business leaders has risen sharply over the past year, according to figures from manager association Ledernes Hovedorganisation.
After five years where the difference remained constant, during 2008 the wage gap increased from 6.5 percent to 7.8 percent, which corresponds to a 20 percent leap.
The statistics even take into account management jobs in predominantly male industries, for example the IT branch, where salaries in general are much higher than in traditional female-oriented jobs.
Women are in a clear minority at companies and gender issues such as maternity leave weigh heavier for company management in uncertain times. During a crisis, it’s generally men with similar background and age that determine who should be let go and who should be promoted or get a pay rise,’ Borchorst said.
http://www.cphpost.dk/business/119-business/47660-women-execs-losing-pay-battle.html
Svizzera: la chiesa riformata del cantone di Neuchatel garantisce equità salariale tra pastori uomini e donne
Non conto davvero più le volte in cui ho sentito il ritornello "tutte le religioni sono discriminatorie nei confronti delle donne". Certo, come no. E la terra è piatta e il sole ruota attorno alla terra. Mi chiedo come si possa mettere sullo stesso piano chiese che non permettono alle donne di essere ministri del culto con quelle invece in cui tale funzione è aperta a tutti, sia uomini che donne. Ancor di più se si garantisce la stessa paga.
Les hommes et les femmes gagnent le même salaire pour le même travail au sein de l'Eglise réformée évangélique du canton de Neuchâtel (EREN). Elle est la sixième organisation en Suisse, et la première Eglise, à recevoir le label Equal-Salary attestant de cette égalité.
« L'Eglise réformée tient à promulguer des valeurs d'égalité. Il s'agit d'une question éthique. »
Un état d'esprit souligné par Karin Phildius, première femme pasteure d'une lignée familiale marquée par une sorte de patriarcat pastoral. Elle remercie dans une même formule les responsables et les membres de son Eglise « qui lui offrent la chance de vivre sa vie de femme pasteure sans problèmes de relations, ni obligation d'en faire plus parce qu'elle est femme ».
l'EREN se positionne comme une Eglise moderne par rapport à d'autres confessions ou religions. Même si c'est une conséquence et non le but de la démarche: « Peut-être que certaines Eglises vont grincer des dents. Chacune a parfois l'occasion de montrer ses spécificités, ce que nous faisons aujourd'hui. Nous assumons volontiers de profiler notre identité réformée. »
http://www.protestinfo.ch/201002165257/leren-applique-legalite-salariale-entre-hommes-et-femmes
Gran Bretagna: le donne manager guadagnano meno dei colleghi uomini
The research by the Chartered Management Institute is the latest to highlight the continuing gender gap, despite 40-year-old legislation making it illegal to pay men and women differently for the same work.
The gap is partly attributable to men having seniority or getting bigger bonuses. But even at junior management level, the study found women earn at least 1,000 pounds a year less than men.
The institute surveyed more than 43,000 managers in 200 organizations. It found that women's salaries are growing faster — up 2.8 percent last year, compared to 2.3 percent for men. At current rates, women's salaries will equal men's in 2067.
The Equality and Human Rights Commissions says reasons for the persistent gap include women's heavier family responsibilities and "stereotyping women's capabilities and skills."