20 Amendments of Inês Cristina ZUBER related to 2011/2285(INI)
Amendment 5 #
Motion for a resolution
Recital A
Recital A
A. whereas women earn on average 17.1% less than men in the European Union and the gender pay gap varies between 3.2% and 30.9% in Member States, and whereas – despite the significant body of legislation in force for almost 40 years and the actions taken and resources spent on trying to reduce the gap – progress is extremely slow (the disparity at EU level was 17.7% in 2006, 18% in 2008 and 17.1% in 2009) and in some Member States the gap has even widened;
Amendment 14 #
Motion for a resolution
Recital F
Recital F
F. whereas trends show that, as a result of labour market policies seeking to do away with the principle and practice of collective bargaining, salaries are more frequently individually negotiated, resulting in a lack of information and transparency on the individualised pay system which leads to increased pay disparities among employees at similar levels, and can result in widening the gender pay gap; whereas a more decentralised and individualised system of wage setting should therefore be assessed as a rather worrying development, while data protection cannot be taken as a legitimate excuse for not publishing statistical information on salaries;
Amendment 16 #
Motion for a resolution
Recital H
Recital H
H. whereas, according to expert analysis, the gender pay gap starts to be visible after a woman’s return to the labour market from her first maternity leave; whereas women’s slower, shorter and/or interrupted careers also create a gender differential in contributions to personal pension accountsocial security systems, thus increasing women’s risk of poverty in old age; whereas women in the EU are, in general, more affected by unemployment than men (Eurostat, 31 January 2012);
Amendment 18 #
Motion for a resolution
Recital I
Recital I
I. whereas women are more often employed in part-time work, and whereas the gender pay gap is almost twice as wide among part-time workers as among full- time workers; whereas women, and younger women in particular, make up the highest number of workers in insecure jobs, especially in the private sector, a fact which affects their access to maternity, sickness, and old age benefits; whereas, because they are entitled to maternity leave, women are often illegally discriminated against by their employers when it comes to the award of ‘loyalty’ or ‘productivity’ bonuses;
Amendment 21 #
Motion for a resolution
Recital J
Recital J
J. whereas women work in lower-paid industries or in low-paid sectors with lessemployers in feminised industries and occupations pay lower wages and whereas these industries and occupations have less in the way of collective representation and bargaining power;
Amendment 27 #
Motion for a resolution
Recital L
Recital L
L. whereas only a few claims concerning discrimination in the form of a gender pay gap make their way to the competent courts; whereas there are many explanations for this scarcity, including a lack of information on pay, the problematic scope of comparison and, the claimants’ lack of personal resources, and the failure to supervise, and impose penalties on, bodies which neglect to publish information on salaries;
Amendment 28 #
Motion for a resolution
Recital L a (new)
Recital L a (new)
La. whereas the so-called ‘austerity measures’ that have been carried out, depriving workers of rights, ostensibly on account of the economic crisis, have been worsening women’s social and employment situation still further, not least as a result of higher unemployment, wage cuts, cuts in welfare benefits, and the enforcement of policies which strike at the principle of collective bargaining;
Amendment 33 #
Motion for a resolution
Paragraph 2
Paragraph 2
2. Recognises that a multi-level, multifaceted approach requires strong leadership from the European Union in coordinating policies,the Member States to promotinge good practices and involving various actors as European social partners, with the aim of creating a Europe-wide strategymplement policies to address the gender pay gap;
Amendment 37 #
Motion for a resolution
Paragraph 5
Paragraph 5
5. Calls on the Member States to implement and enforce the recast Directive 2006/54/EC consistently and to encourageinsist that the private sector tdo play a more active role in closing the gender pay gapits duty in terms of giving effect to wage equality between men and women;
Amendment 45 #
Motion for a resolution
Paragraph 8 a (new)
Paragraph 8 a (new)
8a. Points to the importance of obtaining figures to measure the impact of the crisis in terms of pay disparities and women’s working conditions, taking into account not least wage levels, the percentage of redundancies and business closures, the number of workers whose pay is in arrears, and the number of firms implementing lay-off schemes;
Amendment 49 #
Motion for a resolution
Paragraph 10
Paragraph 10
Amendment 50 #
Motion for a resolution
Paragraph 11
Paragraph 11
11. Encourages the social partners to shoulder their responsibility for creating a more gender-equal wage structure, taking the higher wages as the reference point;
Amendment 56 #
Draft opinion
Paragraph 6 a (new)
Paragraph 6 a (new)
6a. Points out to the Commission and the Member States that positive measures need to be taken for women and men, not least to enable them to return to work after devoting time to their families (bringing up children and/or caring for a sick or disabled relative), and policies promoted to help them (re)integrate into the labour market and hence regain financial independence;
Amendment 58 #
Annex to the draft motion for a resolution
Recommendation 1, Paragraph 1, indent 3 a (new)
- work treated as ‘equal’ (in individual categories of occupations),
Amendment 62 #
Annex to the draft motion for a resolution
Recommendation 2, Paragraph 1
Amendment 66 #
Draft opinion
Paragraph 7 a (new)
Paragraph 7 a (new)
7a. Maintains that measures need to be taken as a matter of urgency to combat wage discrimination, be it by revising the existing directive, drawing up phased industry-wide plans with clear-cut goals – such as narrowing the pay gap to 0.5% by 2020 – aimed at doing away with direct and indirect forms of discrimination, or encouraging collective bargaining and the training of equality advisers, remedying the inequality between women and men in terms of unpaid work, and laying down equality plans for factories and other workplaces; believes that transparency in wage determination should become the rule, so as to strengthen the bargaining position of women workers;
Amendment 87 #
Annex to the draft motion for a resolution
Recommendation 8, Paragraph 2 a (new)
8.2a. In spite of the existing legislation, inspections and punitive action are often woefully inadequate where the principle of equal pay is concerned. These matters need to be treated as a priority, and the agencies and bodies responsible for them must be provided with the necessary technical and financial resources.
Amendment 88 #
Annex to the draft motion for a resolution
Recommendation 8, Paragraph 3, indent 3
Amendment 89 #
Draft opinion
Paragraph 9 a (new)
Paragraph 9 a (new)
9a. Points to the importance of negotiation and collective bargaining in combating discrimination against women, especially as regards access to employment, pay, working conditions, career advancement, and vocational training;
Amendment 91 #
Annex to the draft motion for a resolution
Recommendation 9, Paragraph 1