21 Amendments of Donata GOTTARDI related to 2008/2012(INI)
Amendment 2 #
Draft opinion
Part A – paragraph 2
Part A – paragraph 2
2. Draws attention to the fact that the relevant statistics must be coherent, comparable, complete and designed to take account of new systems of classifying and organising staff and reforming work organisation, and considers that the pay gap should not simply be determined on the basis of differences in gross hourly earnings but should also take account of factors such as individual pay supplements, job classification, work organisation patterns, professional experience and productivity, which should be measured not only in quantitative terms (hours when the worker is physically present at the workplace) but also in qualitative terms and in terms of the impact which reductions in working hours, periods of leave and absences for health reasons have on automatic pay rises.
Amendment 6 #
Motion for a resolution
Recital B
Recital B
B. whereas the gender pay gap is still persistent, as evidenced by data pointing to extremely slow progress (from 17% in 1995 to 15% in 2005), in spite of the significant body of legislation in force for more than 30 years and the actions taken and resources spent on trying to reduce it; whereas the causes of this difference need to be analysed and approaches to tackling the pay gap and the segregation of the female employment market of which it is an adjunct need to be put forward,
Amendment 7 #
Motion for a resolution
Recital D
Recital D
D. whereas the pay gap results from direct and indirect discrimination, as well as from social and economic factors, labour market segregation and the overall wage structure and is, moreover, linked to a number of legal, social and economic factors, which go beyond the single issue of equal pay for the same job,
Amendment 8 #
Motion for a resolution
Recital D a (new)
Recital D a (new)
Da. whereas the pay gap is not based solely on disparities in gross hourly earnings and account should also be taken of factors such as individual pay supplements, job classification, work organisation patterns, professional experience and productivity, which should be measured not only in quantitative terms (hours when the worker is physically present at the workplace) but also in qualitative terms and in terms of the earnings impact of shorter working hours, leave and health-related absences,
Amendment 8 #
Draft opinion
Part A – paragraph 3 a (new)
Part A – paragraph 3 a (new)
3a. Considers that the direct interlocutors of the Commission’s action – and those responsible for implementing the strategy designed to bridge the wage gap between men and women – should be not just the Member States and the social partners but also equality organisations, which amongst other things could satisfy the need for specific training concerning gender and the gender pay gap to be made available to the social partners and also to lawyers, magistrates and ombudsmen;
Amendment 10 #
Motion for a resolution
Recital E a (new)
Recital E a (new)
Ea. whereas the various approaches proposed to reduce the pay gap, bearing in mind the various stakeholders at whom they are directed – Member States, social partners and equal opportunity organisations – should be based on an appropriate combination of economic, fiscal and social security, labour and social policies in keeping with the integrated guidelines for the Lisbon Strategy,
Amendment 14 #
Motion for a resolution
Recital G
Recital G
G. whereas professions and jobs in which women predominate have a tendency to be undervalued in comparison with those in which men predominate, without necessarily being justified by any objective criteriaand whereas pay disparities between men and women stem not only from differences in the makeup of the labour force and the type of work performed but also from discrimination in connection with work organisation, collective bargaining processes, business strategies and the distribution of roles in society,
Amendment 20 #
Draft opinion
Part A – paragraph 4 a (new)
Part A – paragraph 4 a (new)
4a. Considers that the Commission should gear itself to providing assistance to the Member States and to stakeholders as regards practical measures to bridge the gender pay gap by means of the following: (a) devising reporting schemes for the purpose of assessing pay gaps between men and women, (b) creating a data bank containing information concerning changes to the systems for the classification and the organisation of workers, (c) collating and disseminating the results of experiments relating to the reform of work organisation, (d) devising specific guidelines for the monitoring of pay differentials within the context of collective bargaining, (e) making all the above available on an Internet site translated into various languages and accessible to all.
Amendment 22 #
Draft opinion
Part B - paragraph 1 – point a a (new)
Part B - paragraph 1 – point a a (new)
(aa) the ban on discrimination, explicitly mentioning the gender pay gap and possibly introducing a definition thereof;
Amendment 23 #
Draft opinion
Part B - paragraph 1 – point b a (new)
Part B - paragraph 1 – point b a (new)
(ba) specific measures relating to training and job classification, aimed at the vocational-training system and at the social partners and designed to remove and prevent discrimination in training and classification and in the economic valuation of skills;
Amendment 24 #
Draft opinion
Part B - paragraph 1 – point b b (new)
Part B - paragraph 1 – point b b (new)
(bb) the list of examples of discrimination to be incorporated and to be supplemented with specific and more detailed examples concerning pay discrimination,
Amendment 25 #
Draft opinion
Part B - paragraph 1 – point b c (new)
Part B - paragraph 1 – point b c (new)
(bc) the arrangements relating to leave, with specific provision for paternity leave and the protection thereof and for parental leave with financial cover for both parents, on the grounds that shared leave is central to overcoming segregation and stereotypes and to redistributing roles in order to prevent career development from being penalised,
Amendment 28 #
Draft opinion
Part B - paragraph 2 – subparagraph 1
Part B - paragraph 2 – subparagraph 1
2. Is convinced that it is essential to ensure better and speedier implementation of the provisions of the directive aimed at relating to equality organisations and social dialogue with a view to redressing differences in pay by ensuring the Member States, social partners and equal opportunity organisations apply measures such as those set out in the 'Framework of actions on gender equality' endorsed by the social partners in March 2005, by providing for:
Amendment 29 #
Motion for a resolution
Recital K a (new)
Recital K a (new)
Ka. whereas the implementation by the Member States, social partners and equal opportunity organisations of measures such as those set out in the 'Framework of actions on gender equality' endorsed by the social partners in March 2005 would help close the pay gap through effective social dialogue,
Amendment 30 #
Motion for a resolution
Recital K b (new)
Recital K b (new)
Kb. whereas a strategy to remedy the pay gap, horizontal and vertical segregation of the labour market and stereotyping of the jobs and sectors where women typically predominate will require a framework for legislative and other measures at various levels which distinguishes between pay discrimination and pay differences based on factors other than direct or indirect discrimination, since while the former fall directly within the scope of legislation, the latter have to be tackled by means of targeted policies and specific measures,
Amendment 44 #
Motion for a resolution
Recommendation 1
Recommendation 1
The Recast Directive No 2006/54 contains a definition of equal pay, by copying the provisions of the Directive 75/117. To have more precise categories as tools for dealing with the gender pay gap (GPG) it is important to define the different concepts more in detail, such as: - GPG; - Direct pay discrimination; - Indirect pay discrimination, with the inclusion of a definition of 'pay gap' in Article 2 of Directive 2006/54, together with a specific ban on pay discrimination, to be inserted in the first part of Article 4, and specific examples of discrimination along the lines of Article 9 of the directive. The definition must not be cover gross hourly pay alone; - Direct pay discrimination; - Indirect pay discrimination, with specific reference to transparent and comparable vocational qualification, staff organisation and work organisation systems, with the second part of Article 4 of the directive being amended accordingly; - Pension gap - in different pillars of pension systems, i.e. in pay as you go systems, occupational pensions (as a continuation of the pay gap after retirement).
Amendment 47 #
Motion for a resolution
Recommendation 2 − point 2.3. a (new)
Recommendation 2 − point 2.3. a (new)
2.3.a. Those statistics should be coherent, comparable, complete and designed to take account of new systems for classifying and organising staff and reforming work organisation. The information provided by employers on equal treatment for men and women at the workplace should include specific and targeted information concerning pay differences, including individual pay supplements, and a greater involvement of, and a specific role for, social partners and equal opportunity organisations;
Amendment 56 #
Motion for a resolution
Recommendation 3 − point 3.2. a (new)
Recommendation 3 − point 3.2. a (new)
3.2.a. A gender-neutral job evaluation should be based on new systems for classifying and organising staff and organising work and on professional experience and productivity assessed above all in qualitative terms, for use as a source of data and assessment grids for determining pay, with due regard to the principle of comparability,
Amendment 59 #
Motion for a resolution
Recommendation 4
Recommendation 4
The equality bodies should play a specialgreater role in diminishing the GPG, enabling them to monitor and, where possible, enforce more effectively and more independently the application of gender equality legislation. Their role should be enhancedArticle 20 of Directive 2006/54 should be revised so as to enhance their role by: - supporting and advising victims of pay discrimination; - providing independent surveys concerning the pay gap; - publishing independent reports and making recommendations on any issue relating to pay discrimination (direct and indirect); - providing special training for the social partners and for lawyers, judges and ombudsmen based on a toolbox of analytical instruments and targeted measures to be used either when drawing up contracts or when checking whether rules and policies to address the pay gap are being implemented.
Amendment 68 #
Motion for a resolution
Recommendation 5 a (new)
Recommendation 5 a (new)
Amendment 69 #
Motion for a resolution
Recommendation 5 b (new)
Recommendation 5 b (new)