Is the public sector being left behind? Not any more.
Gapsquare will be speaking to European governments at the Vienna conference designed to bring tech start ups, innovators, enterprises and the public sector together. The conference creates opportunities for new enterprises to connect with the public sector to drive partnerships that benefit citizens worldwide. Gapsquare's CEO Zara Nanu will be sharing Gapsquare's expertise in tackling ethnicity and gender inequality in the workplace using tech. The Pioneer event creates opportunities for governments to work alongside the fast-moving tech and business world, building the efficiency, range and capacity of their services and by 'introducing startup-driven innovation in the public sector'.
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We know that the gender pay gap regulations in the UK are in full swing, but have you ever wondered what these regulations look like in countries outside of the UK? There are a number of rules and laws coming into place/in place and fingers crossed - we're moving forward!
Their National Action Plan for Gender Equality in the Labour Market includes a compulsory requirement for companies to publish equal pay reports.
Companies have to draw up staff income reports every two years. The reports must show the number of men and women classified under each category as well as the average or median income, adjusted for working time, for women and men in the respective category.
The goal is to create income transparency and take measures to reduce gender pay gaps.
In 2012, Belgium adopted a law on reducing the gender pay gap. Differences in pay and labour costs between men and women should be outlined in companies’ annual audit.
The annual audits are transmitted to the national bank and information is publicly available.
Every two years, firms with over 50 workers should establish a comparative analysis of the wage structure of female and male employees. If women earn less than men, the firm is obliged to produce an action plan.
Some provinces have enacted policies to proactively enforce pay equity rather than the standard complaint-based approach
Ontario has one of the most progressive policies in Canada and in the world, requiring both the public and private sector employers to have strategies in place to address pay equity.
In February 2016, the Canadian Parliament adopted a motion that sought to prevent wage discrimination, calling for the government to implement a proactive pay equity law within 12-18 months rather than continue to reply on a complaints-based system
In 2012, started to publish pay analyses of government jobs in 2012
2006 Act on Equal Pay requires companies to report on salaries and plans to close the gender pay gap.
Hardened existing sanctions against firms with 50 employees and above that do not respect their obligations regarding gender equality. In April 2013, two firms were condemned for not complying.
Act to Promote Transparency of Pay Structures (Entgelttransparenzgesetz) came into effect July 6 2017.
Companies with over 200 employees may face claims for information about the average monthly gross salary of at least six colleagues of the other gender who perform the same work or work of equal value.
Companies with over 500 employees are obliged to publish regular reports on their efforts to promote equality, and implementation of operational review procedures and safeguards to ensure compliance with equal pay, starting in 2018. They will also be encouraged to implement internal audits of their pay structures.
In March 2017, Iceland took its efforts to close the gender wage gap even further: it became the first country in the world to introduce legislation requiring companies to prove that they pay men and women equally.
By 2022, employers with more than 25 employees would have to undergo audits to certify that they are complying with equal pay laws.
The hope is that by strengthening enforcement of enforcement of existing laws, the new legislation will close the gap in five years.
Almost all employees are obliged to annually collect information – one piece including remunerations which is submitted to the Ministry responsible or labour and employment.
Measures approved in 2013 that guarantees and promotes equality of opportunity and results between men and women in the labour market, including the development and dissemination of a report on the wage gender gaps by industry.
The 2009 Discrimination Act requires employers to carry out a pay survey every three years in order to detect, remedy and prevent unjustified differences between women’s and men’s pay, terms and conditions of employment, and draw up an equal pay action plan (if employing 25 or more workers.
Working with governments and offering up GOVTECH solutions to the gender and ethnicity pay gap, as well as analysis of further groups, will open up the debate around and the approach to equality issues. When we take the time it takes to make sure the gender pay gap is explained, we create opportunities for it to be solved globally.
Gapsquare have recently released a new, comprehensive tool for people analytics, understanding your gender pay gap and ethnicity pay gap instantly. The tool is named Emmeline, after the leader of the suffragette movement and is the trojan horse of diversity and equality. Try it yourself, request a demo with a member of our team.