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According to a press release from the ministry, this innovation is expected to help both the public and the employers themselves in assessing the pay gap between women and men. 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.
Information on the average salaries of men and women paid in companies will be available on the Sodra website.
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 difference between the salaries of men and women in Lithuania amounted to 12.4%. and it was lower than the European Union average.
“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 the obligations of legal acts, on their own initiative, create favorable conditions for women, motivate them and pay a decent salary ”, says Monika Navickienė, Minister of Social Security and Labor.
Arlauskas: Is there really a problem here?
Danas Arlauskas, president of the Lithuanian Employers’ Confederation, said he had not heard of those planned changes.
“The question now for me is: why do you decide by gender? Because if so, then there is a third sex: transsexuals. So it’s a question of why we don’t judge by skin color in order to go very far.
Danas Arlauskas
The next thing is, is there much benefit in the fact that our employers are jointly obliged to publish average wages in companies? What has changed? When we want to regulate everything, it comes out strange.
You see, those ideas are understandable, but imagine the following scenario: can a woman who works as a mason in construction really earn the same as a man who is physically stronger? Obviously she earns more money per day, but a female programmer can earn more than a man.
The question is, is there really a problem here? I think this is not a problem in Lithuania, “he said.
How to reduce the gap in Lithuania
Lithuania is already implementing most of these measures when asked by the European Commission about the transparency of the remuneration of men and women, the right of employees to receive information on the level of remuneration of employees of the same job and the obligation for the companies with more than 250 employees to publish information on the gender pay gap Ministry of Security and Labor.
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.
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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