Activities of Inês Cristina ZUBER related to 2014/2160(INI)
Plenary speeches (2)
Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) PT
Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) PT
Shadow reports (1)
REPORT on the application of Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation PDF (213 KB) DOC (153 KB)
Amendments (16)
Amendment 8 #
Motion for a resolution
Recital C a (new)
Recital C a (new)
Ca. whereas greater equality between men and women benefits the economy and society in general, and whereas narrowing the gender pay gap helps to reduce poverty levels and increase women’s lifetime earnings, thus lowering the risk that women might fall into poverty while in work and also reducing the danger of poverty in retirement;
Amendment 14 #
Motion for a resolution
Recital F a (new)
Recital F a (new)
Fa. whereas, as a result of labour market policies seeking to do away with the principle and practice of collective bargaining, many of which stem from EU guidelines, salaries are more frequently negotiated individually, resulting in a lack of information and transparency on the individualised pay system and hence in greater wage inequalities among employees who do the same work or work of equal value and in a wider gender pay gap;
Amendment 17 #
Motion for a resolution
Recital G
Recital G
G. whereas relative progress has been made as regards women’s employment rates, but despite the existing framework at EU and national level, the level of occupational and sectoral segregation of women and men into different types of jobs remains relatively high, a situation which also has an impact on the gender pay gap over the course of a lifetime; whereas vertical segregation, whereby women feature predominantly in lower-paid occupations or are in lower-level positions in the hierarchy, also contributes to the pay gap; and whereas, furthermore, unemployment and job insecurity affect women to a greater extent than men;
Amendment 55 #
Motion for a resolution
Paragraph 3
Paragraph 3
3. Calls, therefore, on the Commission to identify the weak points of the ‘recast Directive’ and prepare the legislative proposal that would replace it, providing in that proposal for more effective means of supervising the implementation and enforcement of the directive in Member States;
Amendment 59 #
Motion for a resolution
Paragraph 4
Paragraph 4
Amendment 61 #
Motion for a resolution
Paragraph 4 a (new)
Paragraph 4 a (new)
4a. Points out that in recent years the pay gap has narrowed only marginally and that the slight downward trend over the last few years has been due largely to the so-called austerity policies, which have caused men’s pay to decline without any increase in women’s pay;
Amendment 66 #
Motion for a resolution
Paragraph 7 a (new)
Paragraph 7 a (new)
7a. Maintains that job evaluation and classification systems should preferably be based on collective bargaining;
Amendment 85 #
Motion for a resolution
Paragraph 12
Paragraph 12
12. Points out that access to justice in this field is limited due to several causes, such as the length or costs of the procedures, the absence of free legal aid or, the fear of victim stigmatisation in the workplace, or the fact that women workers might be afraid of suffering reprisals if they were to speak out about their work situation; underlines the fact that the application of the burden of proof rule also poses problems in several Member States; calls on the Member States to support equality bodies, trade unions and NGOs in taking an active role in providing assistance to victims of discrimination;
Amendment 105 #
Motion for a resolution
Paragraph 15
Paragraph 15
15. Calls on the Commission and the Member States to encourage social partners to promote the monitoring of equality practices in the workplace, the further scrutiny of collective agreements, applicable pay scales and job classification schemes in order to avoid any direct or indirect discrimination of women; calls on the Member States to strengthen the obligations for large and medium-sized enterprises to ensure the systematic promotion of equal treatinsist that the private sector do its duty as regards the implementation of equal pay for men and woment and toin provideing the appropriate publicly accessible information on a regular basis to theirits employees, including on issues of equal pay;
Amendment 110 #
Motion for a resolution
Paragraph 15 a (new)
Paragraph 15 a (new)
15a. Takes the view that data protection must not be put forward as an excuse for not publishing annual wage reports at workplace level;
Amendment 112 #
Motion for a resolution
Paragraph 16
Paragraph 16
16. Calls on the Commission and the Member States to strengthen the institutional mechanisms to implement equality between women and men, for instance by ensuring that, as far as the principle of equal pay is concerned, inspection and enforcement agencies have the necessary technical, human, and financial resources, and to encourage the social partners to measure the equality dimension of collective agreements;
Amendment 114 #
Motion for a resolution
Paragraph 16 a (new)
Paragraph 16 a (new)
16a. Draws attention to the need to strengthen public labour inspection arrangements and to adopt methods for measuring the value of work and, for example, pinpointing occupations in which pay is low and the employees are mainly female and which thus constitute a form of indirect wage discrimination; draws attention to the need to enforce tough, effective penalties to deter employers from breaking the law;
Amendment 119 #
Motion for a resolution
Paragraph 18
Paragraph 18
18. Points out that one of the novelties introduced by the ‘recast Directive’ is the reference to the reconciliation of work, private and family life; draws attention to the increasingly frequent practice of flexible working hours, in particular to encourage adaptability and hour banks, weekend work, and other arrangements, resulting in permanently irregular and unpredictable, as well as excessively long, working hours, thus hindering or even preventing work-life balance; calls on the Commission, after consultation with Member States and social partners, to develop specific measures to secure stronger rights in this fielenabling work- life balance to be genuinely secured;
Amendment 125 #
Motion for a resolution
Paragraph 19
Paragraph 19
19. Reiterates its call on the Member States to implement and enforce recast Directive 2006/54/EC consistently, to encourage the social partners to play a more active role in fostering equal treatment, including by means of action plans to address any unjustified gender pay inequalities, with concrete actions and outcome monitoring, at company, sectoral, national and EU level;
Amendment 134 #
Motion for a resolution
Paragraph 21 a (new)
Paragraph 21 a (new)
21a. Points to the need to find a job evaluation method free from gender bias, enabling jobs to be compared on the basis of their scale and complexity so as to determine the position of one job in relation to another within a given sector or organisation, whether the jobs in question are held by women or men;
Amendment 146 #
Motion for a resolution
Paragraph 23 a (new)
Paragraph 23 a (new)
23a. Calls on the Member States to take the steps required to reverse the burden of proof, ensuring that it will always be the employer who has to prove that such differences in treatment as might have been found to exist have not resulted in any discrimination;