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EQUAL PAY IN PRACTICE: HOW NGOs RESPOND Irish Presidency Seminar Dublin, 27.02.2013

EQUAL PAY IN PRACTICE: HOW NGOs RESPOND Irish Presidency Seminar Dublin, 27.02.2013. Emma Ritch UK Joint Committee on Women. 1. EWL – who we are 2. EWL approaches to equal pay 3. Campaigning 4. Advocacy and lobbying 5 . Conclusions. Structure of presentation. 1. The EWL – who we are.

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EQUAL PAY IN PRACTICE: HOW NGOs RESPOND Irish Presidency Seminar Dublin, 27.02.2013

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  1. EQUAL PAY IN PRACTICE: HOW NGOs RESPONDIrish Presidency SeminarDublin, 27.02.2013 Emma Ritch UK Joint Committee on Women

  2. 1. EWL – who we are2. EWL approaches to equal pay3. Campaigning4. Advocacy and lobbying 5. Conclusions Structure of presentation

  3. 1. The EWL – who we are

  4. EWL: The voice of European Women • The largest umbrella organisation of women’s associations in the EU • National co ordinations in 30 European countries and 21 European-wide member organisations (migrant women, women farmers, women lawyers, trade unions etc.) • Concentrating on European-level, but activities from local to international level

  5. The main policy areas of EWL work • Male violence against women • Women in decision-making / representation • Economic and social policy from a feminist perspective • Women's diversity and anti-discrimination • Migration, integration and asylum

  6. 2. The EWL approaches to equal pay

  7. Outcomes pursued by EWL Feminist perspective in EU economic, employment and social policies Quality employment for women as key to economic independence and real equality between women and men Life course perspective in political approach to women’s employment, including pension-aged women

  8. EWL: Campaigning • Europe-wide campaigning • Developing and disseminating campaign materials and briefings • Supporting country-level campaigning • Partnering with campaigns • Sharing successful campaigning ideas across national co-ordinations • Encouraging links between co-ordinations

  9. EWL: Advocacy and lobbying • European-level advocacy • Europe 2020 • European Semester • Country-level advocacy • National Reform Programme engagement • Production of alternative country-specific recommendations • In-country advocacy e.g. UK House of Lords

  10. Campaigning, lobbying and advocacy focuses • Eliminating the gender pay gap • Eliminating the gender pension gap • Gender equality in sharing paid and unpaid work • Reconciliation of professional and family life • Reduction of women’s disproportionate share of marginal, precarious, and part-time work • Individualisation of taxes and welfare benefits

  11. 3. Campaigning

  12. EWL members Campaigns Business and Professional Women – BPW Europe

  13. EWL members’ campaigns

  14. Campaign aims • Raising awareness and mobilization • To influence both Governments and companies to change their gender policy and practice • Making the “invisible“ pay gap a topic in the media and in companies • Exert influence on practice by building an understanding and analysis of the pay gap and its causes

  15. 4. Advocacy

  16. Austerity Europe? • Pay and pension gaps widening • Women increasingly in atypical, precarious work • Pensions under pressure • Maternity and care • Regressive policy and incentives • Disconnect between macro and micro economic policy and social and employment policy

  17. Why equal pay is important • Economic growth and the competition for talent • Skills gaps and shortages in gender segregated sectors; drag on economic growth • Productivity, morale, innovation, reduced HR and legal costs • Equal society • Better quality work • Economic independence for women, including older women

  18. Broken links The EU2020 Strategy • Employment Guideline 7 “Member States should (...) promote (..) gender equality including equal pay, (..) • Employment Guideline 10 “All measures should also aim at promoting gender equality.” Yet • Country-specific recommendations: One country recommended to address the gender pay gap • 17 out of 27 member states recommendation on wage policy, wages and wage formation – no pay gap

  19. Specific interventions: maternity leave directive Maternity leave directive • Deadlock – negotiations stalled on EP adopted position (2010) • Would challenge perceptions of women as a “risky and expensive employee-pool.” Shift idea that parental leave for men is “career-threatening and financially risky” • EWL’s aspiration: women and menare equal earners/equal carers

  20. Specific interventions: EU Gender pension gap target • Strengthen the first pillar, and address gendered issues in the second and third pillars • Minimum pensions at state level to ensure individualised access for women, regardless of their pension contributions, which will have been impacted by shorter working lives. • Develop European standards on care crediting

  21. Concludingthoughts • Outcomes of recent pay transparency measures need to be monitored and shared. (2012 France, Belgium) • Is justice accessible? How can NGOs strengthen collaboration with Equality Bodies on issues underpinning the pay gap? • What role does minimum wage legislation have to play in narrowing pay gaps? • Strengthen EU2020 Strategy – how do we make better links with Stability Pacts : gender perspective on the impact on women’s pay, pensions and poverty?

  22. THANK YOU FOR YOUR ATTENTION! For more information: www.womenlobby.org

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