The salary transparency can provide 700 euros annually for women in the European Union
A woman working at SME in the European Union can win between 465 and 700 euros annually thanks to the community guidance on the transparency of salaries. However, some business groups have expressed concern about information obligations.
propagandaEuropean Union women will continue to win, on average, 12 % less than men in 2023According to Eurostat. Directing the salary transparency in the European Union, which member states must integrate to their national laws before June 2026, aims to address The gender salary gap.
However, some business groups They oppose some rulings They are demanding an exemption for companies between 100 and 250 employees, instead of reducing them to less than 50 workers. The European Union Union (CES) calculated that the transparency bloc will cost European Union women At least 4.8 billion euros per yearThe form that can reach 7.2 billion. This equals between 465 and 700 euros per year.
Despite these efforts, Salary transparency in job offers still Very low in some of the largest economies European, including Germany, at less than 20 %, according to the contracting platform already. “The European Commission must include strong measures for Support in salary Isabelle Shakeman, Deputy Secretary -General of CES, said at the road map following the women’s rights.
“Equality feeds transparency. He said that European companies between the ages of 100 and 250 employees, which can benefit from transparency exempting, “have been able to shed light on discrimination, whenever we can force us to adopt measures to deal with their injustice.
“Companies were playing a letter of existence Plus by the organizationShofman said that it was the workers who were loaded on low salaries for a long time. The gender salary gap.
Women of small and medium companies may lose between 465 and 700 euros annually
CES discovered that if the requirements for the transparency of salaries reduce the difference in rewards between men and women by 15 %, then the difference between 10.4 million women working in companies from 100 to 249 employees It will decrease from 4,640 euros annually to 3944 euros. This will be a profit of about 700 euros per woman, or 7.2 billion euros.
With a more reservation estimate of 10 % reduction, The salary teams between men and women will decrease to 4,176 euros annuallyWhich means an increase of about 465 euros per woman. In this case, the exclusion of these workers from small and medium -sized companies in the transparency of salaries will cost 4.8 billion euros annually.
CES confirms that the Pusineseurope Pressure group calls the committee It excludes most covered companies By directing the salary transparency of the information requirements on the gender wage gap. In your report Reducing the organizational load to restore the competitive advantage of the European UnionBusinesseurope suggests that “the scope of this article is modified to exclude all small and medium companies with less than 250 information obligations.”
Businesseurope supports reasonable measures to reduce the gap in salary between men and women. Unfortunately, The Password Board of Salary It imposes the obligations of very stressful information and incomprehensible requirements, which are They will not contribute to the cause of gender equality. It is a very clear case of the necessary simplification, “said” Euronews Business “.
The salary transparency varies in the main economies
According to me, at the end of 2024, The United Kingdom has the greatest salary transparency Among the six European countries analyzed, with 70 % of job offers that included salary information. In France, the salary transparency was 51 %, slightly higher than the brand by 50 %. In the Netherlands and Ireland, it ranged between 40 % and 45 %. However, Germany (16 %) and Italy (19 %) was very backward, with transparency rates less than 20 %.
“There is a sign Discipline in salary transparency throughout Europe“Euronews Business” explains Lisa Vist, an economist in the recruitment laboratory already. ” Labor markets have noticeable differences and come with their history and culture about rewards. “
He explained that the differences in the formation of the sector and in institutions that determine salaries may also Contribute to these different transparency levels. He added: “Investigative studies indicate that the levels of comfort when talking about wages differ greatly throughout Europe, and therefore the transfer of the European Union’s directive to national legislation is an important change for many of the market participants.”
Transparency prefers marginalized women and groups
Lisa Vist also confirmed the main role of the salary transparency when treating Salary differences between men and women. “The transparency of salaries, either through salary data in employment advertisements or in the early stages of the recruitment process, helps reduce the lack of consistency of information between employers and candidates,” he said.
Taking into account that women and other marginalized groups They usually have less access to unofficial networks They can face sanctions to negotiate firmly, as he added: “Facilitating salary information in advance It strengthens its position in salary negotiations It enhances more fair results. ”
In fact, the data reveals that the salary transparency It is less in the best professions paid. Among the six countries analyzed, those who have the largest transparency are cleaning and sanitation, followed by leadership, education, education, and food services.
propagandaOn the contrary, industrial engineering, software development, design and information documentation, project management and law They are among the least transparent work categories. Entrepreneurs High salaries sectors It tends to be less likely to detect wages. This trend is fixed in five countries, except in the Netherlands.
For example, in France, salary transparency was 68 % in low -wage jobs, Compared to 39 % in high salaries. This trend is more clear in Ireland: 57 % compared to 18 %.
