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On March 8, International Women’s Day, the Ministry of Social Security and Labor (SADM) announced that the average earnings by gender of employers with at least 8 employees, including more than 3 women and more than 3, will be published. mens.
“This will help assess the gender pay gap,” writes SADM.
Information on the average salaries of men and women paid in companies will be available for observation HERE.
Facebook photo SADM / Information about advertising of averages of women and men
“Salary advertising is a small but very important step to address the pay gap. Change in this area is not happening very quickly. It is necessary to change public attitudes, important motivation of employers and their participation. I am very grateful to all employers who, even without waiting for legal obligations, on their own initiative, create favorable conditions for women, motivate them and pay a decent salary ”, quotes the Minister of Social Security and Labor, Monika Navickienė report.
In Lithuania, men earn 12 percent of women. plus
Currently, the employment of Lithuanian women is almost the same as in Sweden, and the pay gap with men is lower than the EU average.
Eurostat data shows that the employment of women in Lithuania reaches 77 percent. and only 2 percent. descends on male employment. According to this indicator, we are the second of the countries of the European Union after Sweden.
According to data from the Department of Statistics, in 2019 the gap between wages and salaries of women and men amounted to 12.4%. This is the same as in 2014, after which this indicator grew until 2017, the Ministry of Social Affairs announced in September.
An analysis of the pay gap in specific sectors of the economy revealed that, for example, in the field of information and communication, the salary of women was 30.2%. and in financial and insurance activities, 36.3 percent. lower than men. These trends became apparent after two years of the Worth Equal project.
SADM / Sectoral wage gap between women and men
2018 and 2019 saw a reduction in the gender pay gap, but experts say that the statistics were adjusted not by the situation of gender equality but by economic processes: increase in male unemployment, increase in public sector wages, since women make up the vast majority of workers.
A study of Lithuanian companies showed that men reach the peak of their careers between the ages of 30 and 39, when women are most at risk of being discriminated against on the basis of gender in the labor market.
As a result, women generally reached the peak of their careers in the surveyed companies between the ages of 40 and 49; In this age group, the average salary of women in some cases even exceeded that of men. After the 1950s, the pay gap between women and men becomes more evident and to the detriment of women.
Seeks to link all EU countries
Last week it was announced that the European Commission will push for employers to publish data on the salary of men and women in the member states of the European Union in an open way, in order to combat the gender pay gap.
According to the SNB, although the wage gap between men and women for the same work has been reduced by 14% in the EU-27, the European Commission wants to close the gap by introducing a requirement to make the wage public.
Last year, the European Trade Union Confederation said, according to the EU statistical office, that with current progress, women would still need 84 years to receive the same salary as men.
This proposal will be debated in the European Parliament and further examined in the EU countries.
The Ministry of Social Affairs states that Lithuania is already implementing most of the measures proposed by the EC.
For example, the Labor Code stipulates that the employer must indicate in the job advertisement the amount of the proposed salary; An employer with an average number of employees over 20 must provide employee representatives with at least annual updates on depersonalized data on median earnings by occupational group and gender.
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In addition, companies with 20 or more employees must have a compensation system, specifying the categories of employees by position and qualification, as well as their respective forms of compensation and remuneration, the procedure for granting bonuses and bonuses, etc. Employees will be informed and consulted before approval or modification. In short, the remuneration system must be designed in such a way as to avoid discrimination on the grounds of sex and other grounds.
The State Labor Inspectorate is taking certain measures to reduce the pay gap between men and women. For example, it conducts inspections in institutions to determine the causes of the wage gap between men and women.
Socially responsible companies are already taking some measures that are not mandatory by law, but that contribute to reducing the pay gap, and are examples of good practices. One of them is the gender equality matrix. Compensation reviews take into account which gender at a particular level of position is dominant in terms of salary received. In this case, employees of the opposite sex receive additional pay increases to reduce the pay gap between employees of the opposite sex.
In addition, it is good practice for companies to monitor how many men and women have taken advantage of vertical career opportunities, participated in trainings, and taken business trips. Anonymous surveys carried out in institutions, which help to obtain the opinion of the employees themselves, both on the wage gap between men and women and on other issues of discrimination in the workplace, are considered a good practice.
According to data from the Lithuanian Department of Statistics, in 2020, the unemployment rate was 8.5 percent. The female unemployment rate was 7.7 percent. men: 9.3 percent.
2020 15-64 m. The employment rate for the age group population is 71.6 percent. The employment rate for women in this age group was 71% and that for men 72.2%.
The wage gap between men and women is mainly due to the horizontal and vertical segregation of the labor market. In short, there are ‘female’ and ‘male’ professions, for example, men tend to work in IT, women in education, health, etc. Men also dominate the top positions. Another reason is that women are temporarily excluded from the labor market due to parental leave and caring for relatives.
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