Germanys Approach in Reducing the Gender Pay Gap

The gender pay gap – its main causes 1. Women are still absent in

Enforcing wage transparency Right to disclosure for employees • companies with more than 200

Verifying equal remuneration Logib-D / Equal Pace • Measuring the in-company wage gap •

Parental leave and allowances Parental Leave • Parental leave for 12 months • 2

Re-entering the labour market Project “Perspective Comeback” to • • Re-integrate women in the

The Equal Pay Developed in the USA, today the leading campaign of Business and

Next Equal Pay Day in Germany on March 18, 2019 The day shows the

What can be done to close the gap? Let‘s talk about money! Question gender

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Germany‘s Approach in Reducing the Gender Pay Gap Katinka Brose Senior Strategy Agent | FPI Fair Pay Innovation Lab Equal Pay: A Thing of Us All Brno, October 11, 2018

21 per cent gender pay gap in Germany

The gender pay gap – its main causes 1. Women are still absent in particular jobs and sectors and are missing on company boards and in leading positions 2. Far more women than men take parental leave – for longer periods 3. Equal Pay is neither achieved in individual nor in collective wage negotiations because of • undervaluation of women‘s work • women‘s inferior negotiation positions • women often negotiate a package of wage and flexible work 4. Gender stereotypes still influence our thinking and behaviour, incl. career choices

Enforcing wage transparency Right to disclosure for employees • companies with more than 200 employees • asking for wage setting factors and median wage of a control group with min. 6 colleagues Voluntary equal pay auditing • companies with more than 500 employees • auditing on a regular basis Reporting on equal opportunity measures • companies with more than 500 employees • report on measures implementing equal pay and equal opportunities in management reports

Verifying equal remuneration Logib-D / Equal Pace • Measuring the in-company wage gap • Internationally applied tool EG-Check • Considering equal value of work • Evaluating pay schemes with regard to pay equity Monitor Wage Transparency • Assessing both wage gap and pay equity • Compliance with latest transparency regulations

Parental leave and allowances Parental Leave • Parental leave for 12 months • 2 additional months when the partner takes leave > now, 1/3 of fathers take paternal leave Parental Allowance • Compensating for income when a parent stops or reduces working • Min. 300 €, max. 1. 800 €, 60 % of monthly net income; max. payment of 14 months Parental Allowance Plus • Supporting parents who work part-time soon after the birth of a child • One month of parental allowance becomes two months of parental allowance plus Child Care • Entitlement to day care for children from age one • Funding allocation for day care expansion investment programme to € 1 bil.

Re-entering the labour market Project “Perspective Comeback” to • • Re-integrate women in the labour market smoothly Decrease time of absence Providing access to vocational training Finding strategies to reconcile family and career options Central goal: close cooperation with employers and Federal Labour Office

The Equal Pay Developed in the USA, today the leading campaign of Business and Professional Women – globally.

Next Equal Pay Day in Germany on March 18, 2019 The day shows the period women work for free whereas men already start to earn their wages on January 1 of a given year.

Valuable Work

What can be done to close the gap? Let‘s talk about money! Question gender stereotypes Create an open and transparent company culture Equally share care responsibilities and employment Improve reconciliation of careers and care Support women in STEM and men in care professions Move women into leadership positions … to name only a few options

Thank you! www. fpi-lab. org