2014/2160(INI) Application of Directive 2006/54/EC on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation
Lead committee dossier:
Progress: Procedure completed
| Role | Committee | Rapporteur | Shadows |
|---|---|---|---|
| Lead | FEMM |
ZÁBORSKÁ Anna ( PPE)
|
AYALA SENDER Inés ( S&D),
WIŚNIEWSKA Jadwiga ( ECR),
BEARDER Catherine ( ALDE),
DELLI Karima ( Verts/ALE)
|
| Committee Opinion | EMPL |
BLINKEVIČIŪTĖ Vilija ( S&D)
|
Arne GERICKE ( ECR),
Marian HARKIN ( ALDE)
|
| Committee Opinion | JURI |
Lead committee dossier:
Legal Basis:
RoP 54
Legal Basis:
RoP 54Subjects
Events
2015/10/08
EP - Results of vote in Parliament
Documents
2015/10/08
EP - Debate in Parliament
2015/10/08
EP - Decision by Parliament
Details
The European Parliament adopted by 344 votes to 156, with 48 abstentions, a resolution 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.
Persistent inequalities : the principle of equal pay had been enshrined in the Treaties since the very beginning in 1957. It is incorporated in the recast Directive 2006/54/EC . However, despite the significant body of legislation in force for almost 40 years, progress in this area was extremely slow and the gender pay gap still exists, standing at an average of 16.4% across the EU, but with significant differences between Member States.
Limited progress had been made with regard to women’s employment rates and the level of occupational and sectorial segregation of women and men into different types of jobs remained relatively high. In 2014, the proportion of women in senior management posts in companies operating in the EU was still below 18%.
Parliament notes that if, in general, Member States have brought their national laws into line with EU law, simply transposing correctly the provisions of the ʽrecast Directiveʼ into national law has proved insufficient for achieving the full application and effective enforcement of these provisions.
Against this background, Parliament called on the Commission to identify the weak points of Directive 2006/15/EC and to prepare, as a matter of urgency, the legislative proposal that would replace it, including in that proposal more effective means of supervising the implementation and enforcement of the Directive in Member States. This had already been called for by Parliament, in particular in its resolution of 24 May 2012 , which contained specific and clear recommendations; on application of the principle of equal pay for male and female workers for equal work or work of equal value.
Equal pay: recalling that in line with the case law of the Court of Justice of the European Union , the value of work should be assessed and compared based on objective criteria, Members stressed the need for:
clear harmonised definitions , for comparison at EU level, of terms such as gender pay gap, gender pension gap, remuneration, direct and indirect pay discrimination, and, especially, work treated as ‘equal’ and work of the same value; mapping the application of the existing job evaluation and classification systems , which varied considerably: the Commission should introduce guidelines for specific measures such as the proportional representation of women and men on evaluation committees, the development of gender-neutral job descriptions and of weighting grids, and the definition of clear criteria for assessing the value of work; these systems should preferably be based on collective bargaining.
The Commission should include in its new legislative proposal the measures mentioned in the 2014 Commission recommendations on pay transparency , the gender pay gap, and equality bodies’ powers. For their part, Member States should exert pressure on unequal pay practices and to promote wage transparency.
Equal treatment : the report emphasised the importance of combating indirect discrimination in pension schemes , not only in occupational schemes but also in the practices of statutory pension schemes.
Member States and the Commission were called upon to:
examine the impact of the shift from statutory state pensions towards occupational and private schemes on the gender pension gap; safeguard their maternity entitlements and to take measures to prevent the unfair dismissal of employees during pregnancy and when returning to work after maternity leave; the Council was called on to finally adopt a common position on the Maternity Leave Directive; take measures to fight against all forms of multiple discrimination , and ensure the application of the principle of non-discrimination and equality on the labour market and in access to work ; adopt social protection measures to ensure that women’s pay and welfare entitlements, including pensions, are equal to those of men with the same or similar experience doing the same job or a job of equal value; propose clear measures to combat sexual harassment at the workplace more efficiently and to address discrimination in the area of employment on the grounds of ‘sex characteristics’ and closely monitor the effectiveness of national complaint bodies and procedures; improve access to justice in this field by: (i) give independent equality bodies the power to provide assistance to victims of discrimination, including free legal aid, as well as the right to represent individuals in cases of pay discrimination; (ii) introducing confidential reporting system; take measures to ensure access to lifelong learning for women.
Social dialogue: equality bodies should have the competences and adequate resources and personnel to monitor and report effectively and independently on the legislation which promotes equality between women and men. The Commission and Member States were asked to:
· encourage social partners (trade unions and employers), civil society and gender equality bodies to promote the monitoring of equality practices in the workplace , including flexible working arrangements, with the aim of facilitating the reconciliation of work and private life; other instruments such as codes of conduct, research, and exchanges of experience and good practice should be encouraged;
· step up significant awareness- raising measures as regards the rights of the victims of discrimination on the grounds of sex;
· raise public awareness relating to equal pay and the pension gap, and establish a European Year for combating the gender pay gap;
· establish a European Year for combating the gender pay gap.
Amongst other recommendations , Members reiterated their call on Member States to enforce Directive 2006/54/EC consistently , and to encourage the social partners and NGOs to play a more active role in fostering equal treatment, including by means of action plans to address any gender pay inequalities, with concrete actions and outcome monitoring at company, sectoral, national and EU level.
Member States were called upon to:
make it obligatory through their national legal systems for companies to implement annual corporate plans on gender equality and the right of both men and women to care for family members; guarantee a balanced gender representation on their management boards; take the necessary measures to ensure that victims of unequal treatment and discrimination were entitled to proportionate compensation in accordance with the legal provisions in force.
The Commission was asked to introduce in the new directive mandatory pay audits for companies listed on stock exchanges in the EU Member States.
Lastly, the resolution emphasised the importance of taking positive measures that fostered the involvement of women in political and economic decision-making, and the need to increase efforts at national and EU level to combat the persistence of stereotypes , through awareness-raising campaigns aimed at all levels of society.
Documents
2015/10/08
EP - End of procedure in Parliament
2015/06/25
EP - Committee report tabled for plenary
Details
The Committee on Women’s Rights and Gender Equality adopted an own-initiative report by Anna ZÁBORSKÁ (EPP, SK) 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.
To recall, the principle of equal pay had been enshrined in the Treaties since the very beginning in 1957, and incorporated in the recast Directive 2006/54/EC . However, despite the significant body of legislation in force for almost 40 years, progress in this area was extremely slow and the gender pay gap still existed, standing at an average of 16.4 % across the EU, but with significant differences between Member States. Limited progress had been made with regard to women’s employment rates and the level of occupational and sectorial segregation of women and men into different types of jobs remained relatively high.
Against this background, the report called on the Commission to identify the weak points of Directive 2006/15/EC and to prepare, as a matter of urgency, the legislative proposal that would replace it, including in that proposal more effective means of supervising the implementation and enforcement of the Directive in Member States. This had already been called for by Parliament, in particular in its resolution of 24 May 2012 , which contained specific and clear recommendations; on application of the principle of equal pay for male and female workers for equal work or work of equal value.
Equal pay: recalling that in line with the case law of the Court of Justice of the European Union , the value of work should be assessed and compared based on objective criteria, Members stressed the need for:
clear harmonised definitions , for comparison at EU level, of terms such as gender pay gap, gender pension gap, remuneration, direct and indirect pay discrimination, and, especially, work treated as ‘equal’ and work of the same value; mapping the application of the existing job evaluation and classification systems , which varied considerably: the Commission should introduce guidelines for specific measures such as the proportional representation of women and men on evaluation committees, the development of gender-neutral job descriptions and of weighting grids, and the definition of clear criteria for assessing the value of work; these systems should preferably be based on collective bargaining.
The Commission should include in its new legislative proposal the measures mentioned in the 2014 Commission recommendations on pay transparency , the gender pay gap, and equality bodies’ powers. For their part, Member States should exert pressure on unequal pay practices and to promote wage transparency.
Equal treatment : the report emphasised the importance of combating indirect discrimination in pension schemes , not only in occupational schemes but also in the practices of statutory pension schemes.
Member States and the Commission were called upon to:
safeguard their maternity entitlements and to take measures to prevent the unfair dismissal of employees during pregnancy and when returning to work after maternity leave; the Council was called on to finally adopt a common position on the Maternity Leave Directive; take measures to fight against all forms of multiple discrimination , and ensure the application of the principle of non-discrimination and equality on the labour market and in access to work ; adopt social protection measures to ensure that women’s pay and welfare entitlements, including pensions, are equal to those of men with the same or similar experience doing the same job or a job of equal value; propose clear measures to combat sexual harassment at the workplace more efficiently and to address discrimination in the area of employment on the grounds of ‘sex characteristics’ and closely monitor the effectiveness of national complaint bodies and procedures; improve access to justice in this field by : (i) give independent equality bodies the power to provide assistance to victims of discrimination, including free legal aid, as well as the right to represent individuals in cases of pay discrimination; (ii) introducing confidential reporting system; take measures to ensure access to lifelong learning for women.
Social dialogue: the Commission and Member were asked to:
encourage social partners (trade unions and employers), civil society and gender equality bodies to promote the monitoring of equality practices in the workplace , including flexible working arrangements, with the aim of facilitating the reconciliation of work and private life; other instruments such as codes of conduct, research, and exchanges of experience and good practice should be encouraged; step up significant awareness- raising measures as regards the rights of the victims of discrimination on the grounds of sex; raise public awareness relating to equal pay and the pension gap, and establish a European Year for combating the gender pay gap.
Amongst other recommendations , Members reiterated their call on Member States to enforce Directive 2006/54/EC consistently , and to encourage the social partners and NGOs to play a more active role in fostering equal treatment, including by means of action plans to address any gender pay inequalities, with concrete actions and outcome monitoring at company, sectoral, national and EU level.
Member States were called upon to:
make it obligatory through their national legal systems for companies to implement annual corporate plans on gender equality and the right of both men and women to care for family members, as well as to guarantee a balanced gender representation on their management boards; take the necessary measures to ensure that victims of unequal treatment and discrimination were entitled to proportionate compensation in accordance with the legal provisions in force.
The Commission was asked to introduce in the new directive mandatory pay audits for companies listed on stock exchanges in the EU Member States.
Lastly, the report emphasised the importance of taking positive measures that fostered the involvement of women in political and economic decision-making, and the need to increase efforts at national and EU level to combat the persistence of stereotypes , through awareness-raising campaigns aimed at all levels of society.
Documents
2015/06/16
EP - Vote in committee
2015/06/01
EP - Committee opinion
Documents
2015/04/15
EP - Amendments tabled in committee
Documents
2015/03/06
EP - Committee draft report
Documents
2014/11/24
EP - Committee referral announced in Parliament
2014/10/14
EP - BLINKEVIČIŪTĖ Vilija (S&D) appointed as rapporteur in EMPL
2014/09/29
EP - ZÁBORSKÁ Anna (PPE) appointed as rapporteur in FEMM
2013/12/06
EC - Non-legislative basic document published
Details
PURPOSE: presentation of a report on the application of Directive 2006/54/EC of the European Parliament and of the Council on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation.
Objectives of the report : this Directive consolidates and modernises the EU acquis in this area by merging previous Directives (Council Directive 75/117/EEC; Council Directive 76/207/EEC; Directive 2002/73/EC of the European Parliament and of the Council; Council Directive 86/378/EEC; Council Directive 96/97/EC; Council Directive 97/80/EC, Council Directive 98/52/EC) and introducing some novel features.
This report assesses Member States’ transposition of the Directive’s novel features and the effectiveness of its application and enforcement. The report noted that the European Parliament has consistently called for more action to enhance the application of the equal pay provisions at European level and adopted resolutions to that effect in 2008 and 2012 .
The Commission's Strategy for equality between women and men (2010-2015) set out ways to implement the principle of equal pay more effectively in practice and actions to reduce the persistent gender pay gap. The Commission launched a study assessing options to strengthen the application of this principle, such as improving the implementation and enforcement of existing obligations and measures aimed at enhancing the transparency of pay.
This report includes a section that assesses how equal pay provisions are applied in practice. This report is accompanied by a Commission Staff Working Document that consists of four annexes:
a section on gender-neutral job evaluation and classification systems; a summary of equal pay case law of the Court of Justice of the European Union ('CJEU'); examples of the national case-law on equal pay; a description of the factors that cause the gender pay gap, the Commission's actions to tackle it and examples of national best practices.
Transposition of the Directive and infringement procedures : as a result of the Commission’s conformity checks, questions were raised with 26 Member States on the conformity of their national legislation with the Directive’s novelties. In two Member States the transposition is sufficiently clear and compliant that no further information is required.
Some of the Directive’s elements come from previous Directives, which have been repealed as a result of the recasting exercise. Transposition of these older elements of the Directive was already monitored as part of conformity checks on the previous Directives, most recently Directive 2002/73/EC . Initially, infringement proceedings on the basis of non-conformity with Directive 2002/73/EC were launched in 2006 against 23 Member States. All these proceedings apart from one have been closed, since the Member States have brought their national laws in conformity with EU law . The remaining case concerns the obligation to adequately protect the rights of employees on maternity, adoption or parental leave when they return to work. It was referred to the CJEU on 24 January 2013.
Overall assessment : Member States were only obliged to transpose the Directive’s novelties. In general, they do not seem to have used this opportunity to more comprehensively review their national systems to simplify and modernise equal treatment legislation. The Commission’s services are currently asking detailed questions of 26 Member States concerning their transposition and implementation.
The future challenge for all Member States will be to move from correctly transposing the Directive into national law to ensuring full application and enforcement of the rights established by the Directive in practice.
The Directive introduced several important novelties that aim to make EU legislation in this area more coherent, to bring it into line with CJEU case law and, ultimately, to make the law more effective and accessible to practitioners and the general public.
With regard to the correct transposition of these novelties into national law, the Commission’s services still have questions for most Member States . These remaining issues will be clarified as a matter of priority, if necessary through infringement proceedings .
Practical application of the Directive : the practical application of equal pay provisions in Member States seems to be one of the Directive’s most problematic areas. This is illustrated by the persistent gender pay gap, which could be caused in considerable part by pay discrimination and by the lack of challenges by individuals in national courts.
Member States should increase the effectiveness of the application of the equal pay principle and to tackle the persisting gender pay gap. The Commission will continue to comprehensively monitor the application of the equal pay principle. It will continue to put forward country-specific recommendations that address the causes of the gender pay gap during the annual European Semester exercise.
Towards a Commission initiative : the Commission is planning for 2014 to adopt a non-legislative initiative aiming to promote and facilitate effective application of the principle of equal pay in practice and assist Member States in finding the right approaches to reduce the persisting gender pay gap. This initiative is likely to focus on wage transparency .
Documents
Documents
- Results of vote in Parliament: Results of vote in Parliament
- Decision by Parliament: T8-0351/2015
- Committee report tabled for plenary: A8-0213/2015
- Committee opinion: PE551.786
- Amendments tabled in committee: PE554.709
- Committee draft report: PE549.388
- Non-legislative basic document published: EUR-Lex
- Non-legislative basic document published: COM(2013)0861
- Committee draft report: PE549.388
- Amendments tabled in committee: PE554.709
- Committee opinion: PE551.786
Activities
- José BLANCO LÓPEZ
Plenary Speeches (3)
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) ES
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) ES
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) ES
- Ioan Mircea PAŞCU
Plenary Speeches (3)
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) RO
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) RO
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) RO
- Maria Lidia SENRA RODRÍGUEZ
Plenary Speeches (3)
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) ES
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) ES
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) ES
- Beatrix von STORCH
Plenary Speeches (3)
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) DE
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) DE
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) DE
- Anna ZÁBORSKÁ
Plenary Speeches (3)
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) SK
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) SK
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) SK
- Jana ŽITŇANSKÁ
Plenary Speeches (3)
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) SK
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (debate) SK
- 2016/11/22 Equal opportunities and equal treatment of men and women in matters of employment and occupation (A8-0213/2015 - Anna Záborská) SK
- Marie-Christine ARNAUTU
- Inés AYALA SENDER
- Louise BOURS
- Nicola CAPUTO
- Therese COMODINI CACHIA
- Anna Maria CORAZZA BILDT
- Bill ETHERIDGE
- Tania GONZÁLEZ PEÑAS
- Anna HEDH
- Ivan JAKOVČIĆ
- Constance LE GRIP
- Notis MARIAS
- Krisztina MORVAI
- Claude ROLIN
- Ricardo SERRÃO SANTOS
- Christos STYLIANIDES
- Tibor SZANYI
- Inês Cristina ZUBER
- Daniela AIUTO
Plenary Speeches (1)
- Louis ALIOT
- Marina ALBIOL GUZMÁN
- Jean ARTHUIS
- Jonathan ARNOTT
Plenary Speeches (1)
- Zigmantas BALČYTIS
- Hugues BAYET
- Renata BRIANO
- Steeve BRIOIS
- Gianluca BUONANNO
- Soledad CABEZÓN RUIZ
- Alain CADEC
- James CARVER
Plenary Speeches (1)
- Nessa CHILDERS
Plenary Speeches (1)
- David COBURN
Plenary Speeches (1)
- Alberto CIRIO
- Pál CSÁKY
- Javier COUSO PERMUY
- Michel DANTIN
- Philippe DE BACKER
- Angélique DELAHAYE
- Isabella DE MONTE
- Mireille D'ORNANO
- Norbert ERDŐS
- Georgios EPITIDEIOS
- Edouard FERRAND
- Lorenzo FONTANA
- Ashley FOX
Plenary Speeches (1)
- Doru-Claudian FRUNZULICĂ
Plenary Speeches (1)
- Ildikó GÁLL-PELCZ
- Francisco de Paula GAMBUS MILLET
- Enrico GASBARRA
- Elena GENTILE
- Arne GERICKE
- Lidia Joanna GERINGER DE OEDENBERG
- Julie GIRLING
Plenary Speeches (1)
- Michela GIUFFRIDA
Plenary Speeches (1)
- Beata GOSIEWSKA
- Sergio GUTIÉRREZ PRIETO
- Brian HAYES
Plenary Speeches (1)
- Hans-Olaf HENKEL
- Filiz HYUSMENOVA
Plenary Speeches (1)
- Pablo IGLESIAS
- Cătălin Sorin IVAN
Plenary Speeches (1)
- Marc JOULAUD
- Krišjānis KARIŅŠ
- Philippe JUVIN
- Barbara KAPPEL
- Afzal KHAN
Plenary Speeches (1)
- Bernd KÖLMEL
- Agnieszka KOZŁOWSKA
- Marine LE PEN
- Bernd LUCKE
- Krystyna ŁYBACKA
Plenary Speeches (1)
- Monica MACOVEI
- Vladimír MAŇKA
- Andrejs MAMIKINS
- Dominique MARTIN
- Stefano MAULLU
- David MARTIN
Plenary Speeches (1)
- Jean-Luc MÉLENCHON
- Miroslav MIKOLÁŠIK
- Angelika MLINAR
Plenary Speeches (1)
- Louis MICHEL
- Marlene MIZZI
Plenary Speeches (1)
- Sophie MONTEL
- Elisabeth MORIN-CHARTIER
- Norica NICOLAI
- Paul NUTTALL
Plenary Speeches (1)
- Liadh NÍ RIADA
Plenary Speeches (1)
- Franz OBERMAYR
- Pier Antonio PANZERI
- Margot PARKER
Plenary Speeches (1)
- Alojz PETERLE
- Florian PHILIPPOT
- Marijana PETIR
- Miroslav POCHE
Plenary Speeches (1)
- Salvatore Domenico POGLIESE
- Franck PROUST
- Robert ROCHEFORT
- Liliana RODRIGUES
- Lola SÁNCHEZ CALDENTEY
- Olga SEHNALOVÁ
- Jill SEYMOUR
Plenary Speeches (1)
- Siôn SIMON
Plenary Speeches (1)
- Branislav ŠKRIPEK
- Davor ŠKRLEC
- Csaba SÓGOR
- Igor ŠOLTES
- Renato SORU
- Joachim STARBATTY
- Jutta STEINRUCK
Plenary Speeches (1)
- Helga STEVENS
- Catherine STIHLER
Plenary Speeches (1)
- Pavel SVOBODA
- Patricija ŠULIN
- Neoklis SYLIKIOTIS
- Eleftherios SYNADINOS
- Claudia ȚAPARDEL
Plenary Speeches (1)
- Pavel TELIČKA
Plenary Speeches (1)
- Mylène TROSZCZYNSKI
- Ramon TREMOSA i BALCELLS
Plenary Speeches (1)
- Elena VALENCIANO
- Derek VAUGHAN
Plenary Speeches (1)
- Marie-Christine VERGIAT
- Miguel VIEGAS
- Pablo ZALBA BIDEGAIN
Plenary Speeches (1)
- Sotirios ZARIANOPOULOS
Plenary Speeches (1)
Votes
A8-0213/2015 - Anna Záborská - § 8/3 #
2015/10/08 Outcome: +: 360, -: 282, 0: 16
A8-0213/2015 - Anna Záborská - § 12 #
2015/10/08 Outcome: +: 549, -: 63, 0: 43
A8-0213/2015 - Anna Záborská - § 13/1 #
2015/10/08 Outcome: +: 602, -: 34, 0: 19
A8-0213/2015 - Anna Záborská - § 13/2 #
2015/10/08 Outcome: +: 358, -: 267, 0: 25
A8-0213/2015 - Anna Záborská - § 13/3 #
2015/10/08 Outcome: +: 474, -: 158, 0: 15
A8-0213/2015 - Anna Záborská - § 16/1 #
2015/10/08 Outcome: +: 532, -: 82, 0: 40
A8-0213/2015 - Anna Záborská - § 16/2 #
2015/10/08 Outcome: +: 573, -: 68, 0: 2
A8-0213/2015 - Anna Záborská - § 16/3 #
2015/10/08 Outcome: +: 348, -: 297, 0: 5
A8-0213/2015 - Anna Záborská - § 16/4 #
2015/10/08 Outcome: +: 566, -: 70, 0: 7
A8-0213/2015 - Anna Záborská - § 16/5 #
2015/10/08 Outcome: +: 469, -: 157, 0: 22
A8-0213/2015 - Anna Záborská - § 17/1 #
2015/10/08 Outcome: +: 546, -: 93, 0: 13
A8-0213/2015 - Anna Záborská - § 17/2 #
2015/10/08 Outcome: +: 388, -: 226, 0: 36
A8-0213/2015 - Anna Záborská - § 17/3 #
2015/10/08 Outcome: +: 335, -: 271, 0: 41
A8-0213/2015 - Anna Záborská - Am 1 #
2015/10/08 Outcome: +: 348, -: 255, 0: 54
A8-0213/2015 - Anna Záborská - § 22 #
2015/10/08 Outcome: +: 559, 0: 41, -: 39
A8-0213/2015 - Anna Záborská - § 28/3 #
2015/10/08 Outcome: +: 520, -: 61, 0: 55
A8-0213/2015 - Anna Záborská - § 34/2 #
2015/10/08 Outcome: +: 461, -: 149, 0: 24
A8-0213/2015 - Anna Záborská - § 36/1 #
2015/10/08 Outcome: -: 312, +: 303, 0: 13
A8-0213/2015 - Anna Záborská - § 36/2 #
2015/10/08 Outcome: +: 346, -: 238, 0: 44
| ES | FR | DE | BE | FI | AT | SE | PT | BG | IE | HR | RO | SI | EL | LU | EE | MT | LT | IT | NL | CY | LV | HU | SK | DK | CZ | GB | PL | ||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Total |
45
|
68
|
78
|
20
|
11
|
18
|
16
|
19
|
16
|
7
|
11
|
24
|
8
|
7
|
4
|
6
|
6
|
9
|
64
|
24
|
1
|
5
|
19
|
11
|
11
|
19
|
58
|
42
|
|
| S&D |
160
|
13
|
Germany S&DFor (23)Arne LIETZ, Bernd LANGE, Birgit SIPPEL, Dietmar KÖSTER, Evelyne GEBHARDT, Gabriele PREUSS, Iris HOFFMANN, Ismail ERTUG, Jakob von WEIZSÄCKER, Jens GEIER, Jo LEINEN, Joachim SCHUSTER, Jutta STEINRUCK, Knut FLECKENSTEIN, Maria NOICHL, Matthias GROOTE, Norbert NEUSER, Peter SIMON, Petra KAMMEREVERT, Susanne MELIOR, Sylvia-Yvonne KAUFMANN, Udo BULLMANN, Ulrike RODUST
|
4
|
2
|
Austria S&D |
Sweden S&D |
Portugal S&DFor (7) |
4
|
1
|
2
|
1
|
1
|
1
|
3
|
2
|
Italy S&DFor (25)Andrea COZZOLINO, Brando BENIFEI, Caterina CHINNICI, Daniele VIOTTI, David Maria SASSOLI, Elena GENTILE, Elly SCHLEIN, Enrico GASBARRA, Flavio ZANONATO, Gianni PITTELLA, Goffredo Maria BETTINI, Isabella DE MONTE, Luigi MORGANO, Massimo PAOLUCCI, Michela GIUFFRIDA, Nicola CAPUTO, Nicola DANTI, Paolo DE CASTRO, Patrizia TOIA, Pier Antonio PANZERI, Renata BRIANO, Renato SORU, Roberto GUALTIERI, Silvia COSTA, Simona BONAFÈ
|
1
|
1
|
4
|
3
|
3
|
4
|
United Kingdom S&DFor (20)Afzal KHAN, Anneliese DODDS, Catherine STIHLER, Clare MOODY, Claude MORAES, Dame Glenis WILLMOTT, David MARTIN, Derek VAUGHAN, Jude KIRTON-DARLING, Julie WARD, Linda McAVAN, Lucy ANDERSON, Mary HONEYBALL, Paul BRANNEN, Richard CORBETT, Richard HOWITT, Seb DANCE, Sergio Gaetano COFFERATI, Siôn SIMON, Theresa GRIFFIN
|
2
|
||||
| Verts/ALE |
39
|
2
|
France Verts/ALEFor (6) |
Germany Verts/ALEFor (9) |
2
|
1
|
3
|
4
|
1
|
1
|
1
|
1
|
1
|
2
|
1
|
2
|
2
|
||||||||||||
| ALDE |
62
|
7
|
France ALDEFor (6) |
Germany ALDEFor (2)Against (2) |
Belgium ALDEAgainst (1) |
4
|
1
|
2
|
2
|
4
|
2
|
2
|
1
|
1
|
3
|
3
|
Netherlands ALDEAgainst (3) |
2
|
4
|
1
|
|||||||||
 GUE/NGL |
41
|
Spain GUE/NGLFor (8)Abstain (1) |
France GUE/NGLAbstain (1) |
Germany GUE/NGLFor (7)Abstain (1) |
1
|
1
|
Portugal GUE/NGLFor (1)Abstain (3) |
3
|
1
|
3
|
3
|
1
|
2
|
1
|
|||||||||||||||
 NI |
8
|
1
|
1
|
2
|
3
|
1
|
|||||||||||||||||||||||
| PPE |
180
|
Spain PPEFor (1)Against (4) |
France PPEFor (17)Against (2) |
Germany PPEAgainst (19)Abstain (1) |
4
|
2
|
Austria PPEAgainst (1) |
1
|
Portugal PPEFor (1)Against (4)Abstain (1) |
Bulgaria PPEFor (3)Against (3) |
3
|
Croatia PPEFor (3)Against (2) |
Romania PPEFor (1)Against (8)Abstain (1) |
Slovenia PPEFor (3)Against (1)Abstain (1) |
Greece PPEAgainst (1) |
1
|
1
|
3
|
2
|
Italy PPEFor (3)Against (10) |
Netherlands PPEFor (5) |
1
|
3
|
Hungary PPEAgainst (8)Abstain (2) |
Slovakia PPEFor (1)Against (3)Abstain (1) |
1
|
Czechia PPEFor (1)Against (4)Abstain (1) |
Poland PPEFor (8)Against (10)Abstain (2) |
|
 ENF |
37
|
France ENFAgainst (20)
Aymeric CHAUPRADE,
Bernard MONOT,
Dominique BILDE,
Dominique MARTIN,
Edouard FERRAND,
Florian PHILIPPOT,
Gilles LEBRETON,
Jean-François JALKH,
Jean-Luc SCHAFFHAUSER,
Joëlle MÉLIN,
Marie-Christine ARNAUTU,
Marie-Christine BOUTONNET,
Marine LE PEN,
Mireille D'ORNANO,
Mylène TROSZCZYNSKI,
Nicolas BAY,
Philippe LOISEAU,
Sophie MONTEL,
Steeve BRIOIS,
Sylvie GODDYN
|
1
|
4
|
1
|
Italy ENFAbstain (5) |
4
|
1
|
1
|
||||||||||||||||||||
 EFDD |
40
|
1
|
2
|
1
|
17
|
1
|
United Kingdom EFDDAgainst (17) |
1
|
|||||||||||||||||||||
| ECR |
60
|
Germany ECRAgainst (8) |
3
|
1
|
2
|
1
|
1
|
2
|
3
|
4
|
2
|
United Kingdom ECRAgainst (15) |
Poland ECRAgainst (18)
Anna FOTYGA,
Beata GOSIEWSKA,
Dawid Bohdan JACKIEWICZ,
Edward CZESAK,
Jadwiga WIŚNIEWSKA,
Janusz WOJCIECHOWSKI,
Karol KARSKI,
Kazimierz Michał UJAZDOWSKI,
Kosma ZŁOTOWSKI,
Marek JUREK,
Marek Józef GRÓBARCZYK,
Mirosław PIOTROWSKI,
Ryszard Antoni LEGUTKO,
Ryszard CZARNECKI,
Stanisław OŻÓG,
Tomasz Piotr PORĘBA,
Zbigniew KUŹMIUK,
Zdzisław KRASNODĘBSKI
|
A8-0213/2015 - Anna Záborská - § 37/1 #
2015/10/08 Outcome: +: 473, -: 144, 0: 7
A8-0213/2015 - Anna Záborská - § 37/2 #
2015/10/08 Outcome: +: 326, -: 286, 0: 15
A8-0213/2015 - Anna Záborská - § 37/3 #
2015/10/08 Outcome: +: 309, -: 286, 0: 29
A8-0213/2015 - Anna Záborská - § 41 #
2015/10/08 Outcome: +: 309, -: 258, 0: 59
A8-0213/2015 - Anna Záborská - § 42/2 #
2015/10/08 Outcome: +: 344, -: 273, 0: 12
A8-0213/2015 - Anna Záborská - § 45/2 #
2015/10/08 Outcome: +: 310, -: 261, 0: 48
A8-0213/2015 - Anna Záborská - § 50 #
2015/10/08 Outcome: +: 565, -: 53, 0: 4
A8-0213/2015 - Anna Záborská - § 53/1 #
2015/10/08 Outcome: +: 491, -: 104, 0: 20
A8-0213/2015 - Anna Záborská - § 53/2 #
2015/10/08 Outcome: +: 363, -: 182, 0: 68
A8-0213/2015 - Anna Záborská - § 56/2 #
2015/10/08 Outcome: +: 348, -: 235, 0: 26
A8-0213/2015 - Anna Záborská - Considérant C #
2015/10/08 Outcome: +: 563, -: 40, 0: 13
A8-0213/2015 - Anna Záborská - Considérant G #
2015/10/08 Outcome: +: 516, 0: 47, -: 46
A8-0213/2015 - Anna Záborská - Considérant Q #
2015/10/08 Outcome: +: 374, -: 175, 0: 58
A8-0213/2015 - Anna Záborská - Considérant T #
2015/10/08 Outcome: +: 484, -: 72, 0: 49
A8-0213/2015 - Anna Záborská - Résolution #
2015/10/08 Outcome: +: 344, -: 156, 0: 68
| Amendments | Dossier |
| 254 |
2014/2160(INI)
2015/04/07
EMPL
74 amendments...
Amendment 1 #
Draft opinion Recital -A a (new) -Aa. whereas the main challenge for all EU countries is the correct application and enforcement of the rules on equal pay, as established by Directive 2006/54/EC,
Amendment 10 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market and in access to employment, including those against women and discrimination based on sexual orientation and gender identity, and to adopt social protection measures
Amendment 11 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market, including those against women, and to adopt social protection measures in order to ensure that women’s pay and welfare entitlements, including pensions, are not lower than those of men doing the same job, in addition to ensuring that where men and women have the same potential, characteristics and education, they are offered the same positions and opportunities within companies;
Amendment 12 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market, including those against women, and to adopt social protection measures in
Amendment 13 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market, including those against women, and to adopt social protection measures in order to ensure that women’s pay and welfare entitlements, including pensions, are not lower than those of men doing the same
Amendment 14 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market, including those
Amendment 15 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market
Amendment 16 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of discrimination in the labour market, including those against ethnic minorities, disabled people and women
Amendment 17 #
Draft opinion Paragraph 1 a (new) 1a. Calls on the Commission to propose clear measures to combat sexual harassment at the workplace more efficiently; regrets that despite EU law protecting individuals from discrimination in employment, 30 % of trans job seekers experienced discrimination when looking for a job, and trans women were the most likely to have felt discriminated against in the year preceding the Fundamental Rights Agency's LGBT Survey; points out that this is a violation of the European Union Charter of Fundamental Rights; calls on the Commission to closely monitor the effectiveness of national complaint bodies and procedures in the context of the implementation of the gender equality directives in regard to gender identity, gender expression and gender reassignment; calls on the Commission to provide Member States with expertise on ways forward to address discrimination in the area of employment on the ground of "sex characteristics"; calls on the Commission to support and encourage Member States in including trans and intersex in diversity trainings and work with employers on workplace measures, e.g. promote anonymous recruitment procedures; calls on Member States to use ESF funds to actively tackle discrimination against trans people in line with ECJ case law;
Amendment 18 #
Draft opinion Paragraph 1 a (new) 1a. Calls on the Member States, within the limits of their national powers, to find ways to offer parents occupational freedom of choice for the benefit of their children and to establish instruments to ensure that periods of time spent bringing up children are granted official, moral and financial recognition, also with regard to pension entitlements;
Amendment 19 #
Draft opinion Paragraph 2 2. Calls on the Member States to actively implement the Commission Recommendation on strengthening the principle of equal pay between men and women through proportionate and applicable transparency1, by introducing, where necessary, recommended and tailor- made wage transparency measures and gender-
Amendment 2 #
Draft opinion Recital -A b (new) -Ab. whereas employment rates are generally lower among women in comparison to men: in 2013, the employment rate for men stood at 69.4 % in the EU-28, as compared with 58.8 % for women1 a , __________________ 1a http://ec.europa.eu/eurostat/statistics- explained/index.php/Employment_statistic s.
Amendment 20 #
Draft opinion Paragraph 2 2. Calls on the Member States to actively implement the Commission Recommendation on strengthening the principle of equal pay between men and women through transparency1 , by introducing recommended and tailor-made wage transparency measures
Amendment 21 #
Draft opinion Paragraph 2 2. Calls on the Member States to actively
Amendment 22 #
Draft opinion Paragraph 2 2. Calls on the Member States to actively implement the Commission Recommendation on strengthening the principle of equal pay between men and women through transparency1 and continued positive action, preferably by legislation as this has proven to be successful, by introducing recommended and tailor-made wage transparency measures and gender-
Amendment 23 #
Draft opinion Paragraph 2 2. Calls on the Member States to actively implement the Commission Recommendation on strengthening the principle of equal pay between men and women through transparency1
Amendment 24 #
Draft opinion Paragraph 2 2. Calls on the Member States to actively implement the Commission Recommendation on strengthening the principle of equal pay between men and women through transparency1 , by introducing recommended and tailor-made wage transparency measures and gender- neutral job evaluation and classification systems
Amendment 25 #
Draft opinion Paragraph 2 a (new) 2a. Calls on the Member States to use the naming and shaming approach as the main method for victims, trade unions and gender equality bodies in order to sanction unequal pay practices;
Amendment 26 #
Draft opinion Paragraph 2 a (new) 2a. Calls on the Member States to use the naming and shaming approach as the main method for victims, trade unions and gender equality bodies as a sanction against unequal pay practices;
Amendment 27 #
Draft opinion Paragraph 2 b (new) 2b. Welcomes the change in the burden of proof in Directive 2006/54/EC in favour of women who are presumed in legal proceedings to be the victims of sexual discrimination, but wishes to stress that this provision will not be effective unless there is a recognised right for such women to access information held by employers, as proposed by the European Commission for Directive 97/80/EC on the burden of proof in cases of discrimination based on sex, but ultimately not adopted;
Amendment 28 #
Draft opinion Paragraph 2 c (new) 2c. Highlights that while the differences between the employment and pay rates of men and women may have reduced slightly in recent years, this is not the result of an improvement in the position of women, but of the fact that men's employment rates and levels of pay have fallen during the economic crisis;
Amendment 29 #
Draft opinion Paragraph 2 bis (new) 2a. Disclosure of pay information must remain sectoral, in order to protect the personal data and privacy of workers;
Amendment 3 #
Draft opinion Recital A c (new) -Ac. whereas women are generally paid around 16 % less than men, the gender pay gap effects women in receiving lower pensions in comparison to men – on average across the EU women's pensions are 39% lower than men's,
Amendment 30 #
Draft opinion Paragraph 2 ter (new) 2b. Employers should be encouraged to regularly assess the pay gaps within their company to address inequalities, in partnership with staff representatives where appropriate;
Amendment 31 #
Draft opinion Paragraph 3 3. Calls on the Member States to find a way to provide a definition in national laws of what is to be considered as work of equal value or a set of clear criteria on the basis of which it would be possible to determine what should be regarded as work of equal value; In line with the case-law of the Court of Justice of the European Union, the value of work should be assessed and compared based on objective criteria, such as educational, professional and training requirements, skills, effort and responsibility, work undertaken and the nature of tasks involved. Other factors can also be taken into account, such as working conditions, physical and mental stress, competence and degree of independence, planning and decision making.
Amendment 32 #
Draft opinion Paragraph 3 3. Calls on the Member States to find a way to provide a definition in national laws of what is to be considered as work of equal value or a set of clear
Amendment 33 #
Draft opinion Paragraph 3 a (new) 3a. Stresses that Member States must commit themselves to overcoming the reluctance to employ women in the private sector and to encouraging entrepreneurship among women;
Amendment 34 #
Draft opinion Paragraph 4 4. Stresses that women are still heavily under-represented in senior and leadership positions at all levels of political and economic decision-making;
Amendment 35 #
Draft opinion Paragraph 4 4. Stresses that women are still heavily under-represented in senior and leadership positions at all levels of political and economic decision-making;
Amendment 36 #
Draft opinion Paragraph 4 4. Stresses that women are still heavily under-represented in senior and leadership positions at all levels of political and
Amendment 37 #
Draft opinion Paragraph 4 4. Stresses that women are still heavily under-represented in senior and leadership positions at all levels of political and economic decision-making
Amendment 38 #
Draft opinion Paragraph 4 4. Stresses that women, despite the fact that they account for 60% – the majority – of university graduates, are still heavily under-represented in senior and leadership
Amendment 39 #
Draft opinion Paragraph 4 4. Stresses that women are still heavily under-represented in senior and leadership positions at all levels of political and economic decision-making; calls, therefore, for swift adoption of the Women on Boards Directive as an important first step in the right direction; Furthermore considers necessary the introduction of mandatory quotas with sanctions in all EU Member States and deplores the fact that there is no such compulsory duty in the above- mentioned proposal.
Amendment 4 #
Draft opinion Recital -A d (new) - Ad. whereas lack of transparency in employee wage structure creates an environment for gender bias and discriminatory pay structures to remain unrevealed by employees and/or their representatives and extremely difficult to prove thus hampering the effective implementation of the equal pay for equal work principle,
Amendment 40 #
Draft opinion Paragraph 4 4. Stresses that women are still heavily under-represented in senior and leadership positions at all levels of political and economic decision-making; calls, therefore, for swift adoption of the Women on Boards Directive as an important first step
Amendment 41 #
Draft opinion Paragraph 4 a (new) 4a. Calls on Member States to ensure that companies select the most qualified candidates for a board position from a gender-balanced selection pool and on the basis of a comparative analysis of the qualifications by applying pre-established, clear, neutrally formulated, non- discriminatory and unambiguous criteria. In the case of an election procedure, Members States shall ensure that companies guarantee gender diversity in the composition of the shortlist of candidates while ensuring that the sex of the non-executive director elected in this procedure is not in any way predetermined.
Amendment 42 #
Draft opinion Paragraph 4 a (new) 4a. Calls on the Member States to make a strong commitment to encourage and support women into traditionally male dominated apprenticeships and occupations and to ensure that the employers carry out equality and diversity training for all staff to challenge sexist stereotypes and behaviour in the workplace.
Amendment 43 #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee recognition for childcare periods for mothers and fathers, a return to work for women after pregnancy and maternity leave, to safeguard their maternity entitlements, and to take measures to prevent the unfair dismissal of employees during pregnancy and protect women and men with care responsibilities from unfair dismissal;
Amendment 44 #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee a return to work for women after pregnancy and maternity leave, to safeguard their maternity entitlements, and to take measures to prevent the unfair dismissal of employees during pregnancy and protect women and men with care responsibilities from unfair dismissal; stresses that, all too frequently, part-time work for women is not voluntary and therefore calls on the Commission and the Member States to develop and implement appropriate measures effectively to limit non-voluntary part-time work, particularly that of women;
Amendment 45 #
Draft opinion Paragraph 5 5. Calls on the Member States to make further steps in guarantee
Amendment 46 #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee
Amendment 47 #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee a return to work for women after pregnancy and maternity leave, to safeguard their maternity entitlements, and to take measures to prevent the unfair dismissal of employees during pregnancy and protect women and men with care responsibilities from unfair dismissal; on this regard, strongly opposes the Commission´s intention to withdraw the Maternity Leave Directive and asks the Member States to reopen the negotiations with the European Parliament.
Amendment 48 #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee a return to work for women after pregnancy and maternity leave,
Amendment 49 #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee a return to work for women after pregnancy and maternity leave, to safeguard their maternity entitlements, and to take measures to prevent the unfair dismissal of employees during pregnancy and protect women and men with care responsibilities from unfair dismissal
Amendment 5 #
Draft opinion Recital -A e (new) -Ae. whereas in most Member States national laws do not define in any way the concepts of 'work of equal value' and 'same work', therefore leaving it to interpretation of national courts on a case-by-case basis, thus contributing greatly to the lack of legal certainty for potential victims of pay discrimination, despite the references given by the Court of Justice of the EU in order to ensure legal certainty,
Amendment 50 #
Draft opinion Paragraph 5 a (new) 5a. Stresses the importance to combat indirect discrimination within pension schemes, not only in occupational schemes but also within practices of statuary pension schemes;
Amendment 51 #
Draft opinion Paragraph 5 a (new) 5a. Calls on the Commission to restore the discussion with the European Parliament and the Council concerning maternity leave and stresses that the integration of a paternity leave and of parental leave with equal rights to both parents gives an important boost to combat gender discrimination in work;
Amendment 52 #
Draft opinion Paragraph 5 a (new) 5a. Calls on the Council to engage proactively with the Parliament and Commission in order to unblock the Maternity Leave Directive;
Amendment 53 #
Draft opinion Paragraph 5 a (new) 5a. Takes the view that gender equality should be promoted through investments in infrastructure to provide assistance, in services for families and by incentivising legislation on parental and paternity leave and flexible working hours;
Amendment 54 #
Draft opinion Paragraph 5 a (new) 5a. Emphasizes that the Court of Justice of the EU has made clear that occupational pension schemes are to be considered as pay and therefore the principal of equal treatment applies to these schemes as well; despite that the distinction between statutory and occupational pension schemes is problematic in some Member States or the concept of occupational pension schemes is unknown and that might be indirectly discriminatory in the labour market;
Amendment 55 #
Draft opinion Paragraph 6 6. Stresses that occupational and sectoral segregation of the labour market for family reasons remains a factor in determining the gender pay gap and that therefore, recognised childcare periods for mothers and fathers need to be guaranteed; also stresses that women`s jobs, particularly domestic workers and careers, are consistently undervalued;
Amendment 56 #
Draft opinion Paragraph 6 6. Stresses that
Amendment 57 #
Draft opinion Paragraph 6 6. Stresses that occupational and sectoral segregation of the labour market remains a factor in determining the gender pay gap; also stresses that women
Amendment 58 #
Draft opinion Paragraph 6 6. Stresses that occupational and sectoral segregation of the labour market remains a factor in determining the gender pay gap; also stresses that women`s jobs, particularly domestic workers and careers, are consistently undervalued; those questions must be rapidly tackled;
Amendment 59 #
Draft opinion Paragraph 6 6. Stresses that occupational and sectoral segregation of the labour market remains a factor in determining the gender pay gap; also stresses that
Amendment 6 #
Draft opinion Paragraph -1 a (new) -1a. Takes the view that gender equality, by increasing social and economic well- being, benefits not only women but society as a whole; recalls that effectively challenging gender stereotypes is crucial to increasing women's participation in all segments of the labour market; calls on the EU to be a champion in challenging gender stereotypes especially in the area of education, work and further training;
Amendment 60 #
Draft opinion Paragraph 6 6. Stresses that occupational and sectoral segregation of the labour market remains a factor in determining the gender pay gap;
Amendment 61 #
Draft opinion Paragraph 6 a (new) 6a. Calls on the Member States to step up their efforts to combat undeclared work and precarious jobs, including mini-jobs and false part-time jobs; deplores, furthermore, the abuse of atypical forms of contracts, including zero hours contracts, in order to avoid having to comply with employment and social protection obligations; regrets the fact that there has been a sharp increase in the number of women trapped in in-work poverty;
Amendment 62 #
Draft opinion Paragraph 6 a (new) 6a. Calls on the Commission and Member States to support campaigns which combat gender stereotypes in accessing jobs, stressing that booth women and men are able to access to different areas, with a special emphasise to sciences and technologies;
Amendment 63 #
Draft opinion Paragraph 6 b (new) 6b. Calls on the Member States and the Commission to widespread and raise public awareness related to equal pay, the gender pay and pension gap, on direct and indirect discrimination of women at work on European, national, regional and local levels; calls on the Commission to establish a European year for combating gender pay gap;
Amendment 64 #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve social partners (trade unions and NGOs) in the realisation of gender equality, with a view to fostering equal treatment; stresses that the areas covered by social dialogue should include the
Amendment 65 #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve social partners (trade unions and
Amendment 66 #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve social partners (trade unions and employer organisations) and NGOs
Amendment 67 #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve social partners (trade unions and employers, and NGOs) in the realisation of gender equality, with a view to fostering equal treatment; stresses that the areas covered by social dialogue should include the monitoring of gender equality practices at the workplace, the promotion of flexible working arrangements, with the aim of facilitating the reconciliation of work and private life, and the monitoring of collective agreements, codes of conduct, research or exchanges of experience and good practice in the area of gender equality.
Amendment 68 #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve
Amendment 69 #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve social partners (trade unions, gender equality bodies and NGOs) in the realisation of gender equality, with a view to fostering equal treatment; stresses that the areas covered by social dialogue should include the monitoring of gender equality practices
Amendment 7 #
Draft opinion Paragraph -1 b (new) -1b. Stresses that the European Commission should propose action to (a) decrease the gender pay gap, (b) increase the economic independence of women, (c) improve women's labour market accessibility and career progression, (d) fundamentally increase equality in decision-making, and (e) remove discriminatory structures and practices related to gender;
Amendment 70 #
Draft opinion Paragraph 7 a (new) 7a. Asks the Commission to ensure that Country Specific Recommendations in the European Semester on addressing the gender pay gap are implemented;
Amendment 71 #
Draft opinion Paragraph 7 a (new) 7a. Highlights the high levels of undeclared work performed by women which negatively impact on women's income, social security coverage and protection and has a bad effect on the EU's GDP levels; calls for the creation of policy measures offering incentives for employers and employees to move employment from the informal to the formal economy; stresses the need to particularly address domestic work, mainly performed by women, as a special challenge, as the work is in the informal sector, singularized and by its nature invisible which requires the development of tailored measures to tackle this efficiently.
Amendment 72 #
Draft opinion Paragraph 7 a (new) 7a. Regrets that some Member States do not follow or are omissive regarding the provisions of the Directive and urges the Commission to act quickly and firmly to solve this situation;
Amendment 73 #
Draft opinion Paragraph 7 b (new) 7b. Calls on the Member States to create platforms that could receive complaints and provide free support on the legal contest in cases of discrimination at the workplace.
Amendment 74 #
Draft opinion Paragraph 7a (new) 7a. Calls on the Member States to consider taking measures which enable women not to work if they do not wish to do so, such as parental education salaries, for example; too many women are still being exploited (part-time) for wages which are shamefully low but are necessary for household requirements;
Amendment 8 #
Draft opinion Paragraph -1 c (new) -1c. Takes note that, in the meantime, one fourth of women remain in the category of unpaid contributing family workers, meaning they receive no direct pay for their efforts, and there is a clear segregation of women in sectors that are generally characterized by low pay, long hours and often informal working arrangements which lead to fewer monetary, social and structural gains to women than are brought to the typical working male; remarks that there are still distinctive barriers to women's labour market participation and that, on average, women in the EU earn around 16,4 % less than men; and addresses, due to these discriminatory structures and practices against women, that gender equality must be ensured in all areas, including in access to employment, career progression, reconciliation of work and private life and promotion of equal pay for work of equal value;
Amendment 9 #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat
source: 554.695
2015/04/15
FEMM
169 amendments...
Amendment 1 #
Motion for a resolution Citation 8 a (new) - having regard to the Gender Equality Index Report of the European Institute for Gender Equality;
Amendment 10 #
Motion for a resolution Recital E E. whereas the
Amendment 100 #
Motion for a resolution Paragraph 13 a (new) 13a. Calls on the Commission and Member States to take measures to facilitate and improve the access of women to life-long learning, vocational training, and mentoring networks across Europe, especially in male-dominated sectors, and to disseminate best practice;
Amendment 101 #
Motion for a resolution Subheading 4 Promotion of equal treatment and social dialogue
Amendment 102 #
Motion for a resolution Paragraph 14 14. Reiterates that equality bodies should have the power to monitor and report effectively and independently on the legislation which promotes equality between women and men; stipulates, however, that the precise institutional form and legitimacy of these bodies will depend on the decisions of the Member States;
Amendment 103 #
Motion for a resolution Paragraph 14 14. Reiterates that equality bodies should have the
Amendment 104 #
Motion for a resolution Paragraph 15 15. Calls on the Commission and the Member States to encourage social partners to promote the monitoring of equality
Amendment 105 #
Motion for a resolution 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
Amendment 106 #
Motion for a resolution Paragraph 15 15. Calls on the Commission
Amendment 107 #
Motion for a resolution Paragraph 15 15. Calls on the Commission and the Member States to encourage social partners (trade unions and employers) 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 treatment and to provide the appropriate information on a regular basis to their employees, including
Amendment 108 #
Motion for a resolution Paragraph 15 15.
Amendment 109 #
Motion for a resolution 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
Amendment 11 #
Motion for a resolution Recital E E. whereas the ‘recast Directive’ introduced some novelties, such as the implementation of the equal opportunities principle and the definition of the concept of indirect discrimination, protection from discrimination arising from the gender reassignment of a person, and made explicit reference to the reconciliation of work, private and family life; whereas the impact of these novelties in Member States remains limited;
Amendment 110 #
Motion for a resolution 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 111 #
Motion for a resolution Paragraph 15 a (new) 15a. calls on the Member States to strengthen the obligations for large and medium-sized enterprises to ensure the systematic promotion of equal treatment and to provide the appropriate information on a regular basis to their employees, including on issues of equal pay; reiterates that the introduction of financial penalties for employers who do not respect wage equality is likely to be a relevant means to close the gender pay gap;
Amendment 112 #
Motion for a resolution 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 113 #
Motion for a resolution Paragraph 16 16. Calls on the Commission
Amendment 114 #
Motion for a resolution 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 115 #
Motion for a resolution Paragraph 17 17. Calls on the Commission
Amendment 116 #
Motion for a resolution Paragraph 17 17. Calls on the Commission and Member States to step up significantly awareness raising measures as regards the rights of the victims of discrimination on the grounds of sex; underlines the need for cooperation by all stakeholders, including social partners (trade unions and employers) and NGOs, to address stereotypes about the work of women and men and how they impact on the value of work and low pay;
Amendment 117 #
Motion for a resolution Paragraph 17 17. Calls on the Commission and Member States to step up significant
Amendment 118 #
Motion for a resolution Paragraph 17 17. Calls on the Commission and Member States to step up significantly awareness raising measures as regards the rights of the victims of discrimination on the grounds of
Amendment 119 #
Motion for a resolution 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
Amendment 12 #
Motion for a resolution Recital F F. whereas the practical application of provisions on equal pay in the Member
Amendment 120 #
Motion for a resolution 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; calls on the Commission, after consultation with Member States and social partners, to develop specific measures to secure stronger rights in this field; stresses that the development of public childcare facilities in accordance with the Barcelona objectives is particularly necessary in this regard;
Amendment 121 #
Motion for a resolution Paragraph 18 18. Points out that one of the novelties introduced by the
Amendment 122 #
Motion for a resolution 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; calls on the Commission, after consultation with Member States and social partners, to develop specific measures to secure stronger rights for men and women in this field;
Amendment 123 #
Motion for a resolution Paragraph 18 a (new) 18a. Calls on the Member States and the Commission to widespread and raise public awareness related to equal pay, the gender pay and pension gap, on direct and indirect discrimination of women at work on European, national, regional and local levels; calls on the Commission to establish a European year for combating gender pay gap;
Amendment 124 #
Motion for a resolution Paragraph 18 a (new) 18a. Observes with interest that many women opt for self-employment as this is the only way of working which allows them to combine their family and working lives; notes however that in many Member States their welfare protection and benefits do not compare with those of employed workers; calls on Member States to set up equivalent systems to support self-employed workers so that there is no discrimination between employed and self-employed workers in terms of work-life balance or of repercussions on employment assistance and pensions systems;
Amendment 125 #
Motion for a resolution 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
Amendment 126 #
Motion for a resolution 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 (trade unions and employers) and NGOs 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 127 #
Motion for a resolution Paragraph 19 19.
Amendment 128 #
Motion for a resolution Paragraph 19 a (new) 19a. Highlights that this recast should include measures to ensure equal treatment and non-discrimination for those women at risk of multiple discrimination, including women of ethnic minorities, lesbian women, bisexual women, transgender women, women with disabilities and older women;
Amendment 129 #
Motion for a resolution Paragraph 20 20. Calls on the Commission, following its report on the application of the
Amendment 13 #
Motion for a resolution Recital F F. whereas the practical application of provisions on equal pay in the Member States was acknowledged as one of the most problematic areas; whereas, according to the latest figures, the gender pay gap
Amendment 130 #
Motion for a resolution Paragraph 20 a (new) 20a. Stresses that social dialogue needs to be fostered between the social partners so as to promote equal treatment by monitoring workplace practices and through collective agreements, codes of conduct, research, exchange of experience and good practice, etc.;
Amendment 131 #
Motion for a resolution Paragraph 21 21. Underlines the fact that neutral job classification and evaluation, as well as wage transparency, are indispensable measures in order to foster equal treatment; calls on the Commission, in this connection, to include these measures in its proposal for a new directive replacing the ‘recast Directive’; points out that
Amendment 132 #
Motion for a resolution Paragraph 21 21. Underlines the fact that neutral job classification and evaluation, as well as wage transparency, are indispensable measures in order to foster equal treatment; calls on the Commission, in this connection, to include these measures in
Amendment 133 #
Motion for a resolution Paragraph 21 21. Underlines the fact that gender-neutral job classification and evaluation systems, as well as wage transparency, are indispensable measures in order to foster equal treatment; calls on the Commission, in this connection, to include these measures in its proposal for a new directive replacing the ‘recast Directive’; points out that only a harmonised approach is compatible with the free movement of workers as a basic European freedom;
Amendment 134 #
Motion for a resolution 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 135 #
Motion for a resolution Paragraph 21 a (new) 21a. Calls on Member States to make it obligatory through their national legal systems for companies to draw up and implement annual corporate plans on gender equality and the rights of men and women to care for family members, as well as to guarantee a balanced gender representation on their management boards;
Amendment 136 #
Motion for a resolution Paragraph 21 b (new) 21b. Calls on the Council to adopt as soon as possible a common position on the proposal for a directive on improving the gender balance among non-executive directors of companies listed on stock exchanges and related measures;
Amendment 137 #
Motion for a resolution Paragraph 22 22. Calls on the Commission to introduce in the new directive
Amendment 138 #
Motion for a resolution Paragraph 22 22. Calls on the Commission to introduce in the new directive
Amendment 139 #
Motion for a resolution Paragraph 22 22. Calls on the Commission to introduce in the new directive sanctions at EU level that would exclude companies found guilty of infringing the equality principle from the public procurement of goods and services financed from the EU budget; calls on the Member States to do the same with companies financed with public subsidies;
Amendment 14 #
Motion for a resolution 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 140 #
Motion for a resolution Paragraph 22 22. Calls on the Commission to introduce in the new directive sanctions at EU level
Amendment 141 #
Motion for a resolution Paragraph 22 a (new) 22a. Calls on the Member States to use the naming and shaming approach in order to exert pressure on unequal pay practices and to promote transparency of salaries as requested by trade unions and gender equality bodies, among others stakeholders;
Amendment 142 #
Motion for a resolution Paragraph 22 a (new) 22a. Calls on the Member States to act in an exemplary manner themselves in regard to combating unequal pay for women in government, public institutions and public companies in general;
Amendment 143 #
Motion for a resolution Paragraph 22 a (new) 22a. Calls on the Commission to introduce common standards and checks to ensure the independence and effectiveness of national equality bodies;
Amendment 144 #
Motion for a resolution Paragraph 23 23. Calls on the Member States to take the necessary measures to ensure that victims of unequal treatment and discrimination are entitled to proportionate compensation in
Amendment 145 #
Motion for a resolution Paragraph 23 23. Calls on the Member States to take the necessary measures to ensure that victims of unequal treatment and discrimination, particularly those victim of multiple discrimination, are
Amendment 146 #
Motion for a resolution 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;
Amendment 147 #
Motion for a resolution Paragraph 23 a (new) 23a. Stresses the need to increase efforts at national and EU level to combat the persistence of stereotypes, through awareness-raising campaigns aimed at all levels of society, greater media involvement, strategies to encourage women to choose careers and professions in which they are less well represented and the incorporation of gender issues into education and vocational training;
Amendment 148 #
Motion for a resolution Paragraph 24 24. Underlines the fact that only the effective implementation of the equality treatment principle would lead to a real improvement of the situation of women in the labour market and that this requires strategic cooperation between different actors at European, national, sectoral and organisational level; confirms its aspiration that the Commission should require companies quoted on the stock exchange to have at least 40% representation of both sexes on their boards of directors by 2020;
Amendment 149 #
Motion for a resolution Paragraph 24 24. Underlines the fact that only the effective implementation of the equality treatment principle would lead to a real improvement of the situation of women in the labour market and that this requires real political will and strategic cooperation between different actors at European, national, sectoral and organisational level;
Amendment 15 #
Motion for a resolution Recital F a (new) Fa. whereas lack of transparency in employee wage structure creates an environment for gender bias and discriminatory pay structures to remain unrevealed by employees and/or their representatives and extremely difficult to prove thus hampering the effective implementation of the equal pay for equal work principle;
Amendment 150 #
Motion for a resolution Paragraph 24 24. Underlines the fact that only the effective implementation of the equality treatment principle would lead to a real improvement of the situation of women in the labour market and that this requires strategic cooperation between different actors at European, national, sectoral and organisational level; urges the Commission and the Member States to help promote a strategy that leads to job creation for women in rural areas and hence ensures decent pensions for retired women in the EU who are living in fragile circumstances and many of whom work or have worked in agriculture and have little or no pension;
Amendment 151 #
Motion for a resolution Paragraph 24 24. Underlines the fact that
Amendment 152 #
Motion for a resolution Paragraph 24 24. Underlines the fact that only the effective implementation of the equality treatment principle would lead to a real improvement of the situation of women in the labour market and that this requires strategic cooperation between different actors at European, national, sectoral and organisational level; calls therefore on the Commission to draw up an active strategy, complete with points of reference, goals and time-bound targets for reducing inequality indices in the field of employment and unemployment, as has been done successfully in other areas such as, for instance, reducing the number of road accidents in the EU;
Amendment 153 #
Motion for a resolution Paragraph 24 a (new) 24a. Calls on the Member States to actively apply gender budgeting in order to promote the improvement of the situation of women in the labour market; calls on the Commission to promote exchanges of best practices in gender budgeting;
Amendment 154 #
Motion for a resolution Paragraph 24 a (new) 24a. Emphasises the importance of taking positive measures that foster the involvement of women in political and economic decision-making; points out that binding quotas have proved to be one of the best ways of achieving this aim;
Amendment 155 #
Motion for a resolution Paragraph 24 b (new) 24b. Points out that positive measures are also needed to incentivise the less well represented sex to enter certain professions where there is clear horizontal gender segregation;
Amendment 156 #
Motion for a resolution Paragraph 25 a (new) 25a. Invites the Member States and the Commission to take appropriate measures to reduce the gender gap in pensions, which is a direct consequence of the gender pay gap, and to assess the impact of new pension systems on various categories of women, focusing in particular on part-time contracts and atypical employment;
Amendment 157 #
Motion for a resolution Paragraph 25 a (new) 25a. Calls on the Commission and the Member States to oppose inequality in pay between the sexes in all relevant EU policies and national programmes, in particular in those geared towards the fight against poverty;
Amendment 158 #
Motion for a resolution Paragraph 25 b (new) 25b. Calls on the Commission to fix precise objectives and deadlines to reduce the gender pay gap;
Amendment 159 #
Motion for a resolution Paragraph 26 26. Calls on the Commission to conduct a study that would compare the situation of mothers and women without children
Amendment 16 #
Motion for a resolution Recital G G. whereas relative progress has been made as regards women’s employment rates, but despite the existing framework at
Amendment 160 #
Motion for a resolution Paragraph 26 26. Calls on the Commission to conduct a study that would compare the situation of
Amendment 161 #
Motion for a resolution Paragraph 26 26. Calls on the Commission to conduct a study that would compare the situation of
Amendment 162 #
Motion for a resolution Paragraph 26 a (new) 26a. Calls on the Member States to provide Eurostat with annual high-quality gender pay gap statistics (broken down by gender, economic sector, working time, economic control and age) so that it is possible to assess developments throughout the European Union;
Amendment 163 #
Motion for a resolution Paragraph 26 a (new) 26a. Calls on the Commission to conduct a study how procedures related to the official recognition of the gender reassignment of a person, or the absence of such procedures, affect transgender people's position on the labour market, particularly their access to employment, level of remuneration, career development and pensions;
Amendment 164 #
Motion for a resolution Paragraph 26 a (new) 26a. Stresses that for reconciliation of work and family life to be facilitated and more women enabled to enter the labour market there has to be a sufficient number of affordable, good quality services provided to care for children, the elderly and other dependants at hours compatible with a full-time working day;
Amendment 165 #
Motion for a resolution Paragraph 27 27. Points out that the country-specific recommendations, which come under the
Amendment 166 #
Motion for a resolution Paragraph 27 27. Points out that the country-specific recommendations, which come under the framework of the European Semester, should include targets to reduce the gender pay and pension gaps;
Amendment 167 #
Motion for a resolution Paragraph 27 27. Points out that the country-specific recommendations, which come under the framework of the European Semester, should include targets to reduce the gender pay gap, and to effectively implement equal treatment principles;
Amendment 168 #
Motion for a resolution Paragraph 27 a (new) 27a. Emphasises the relevance of having reliable, comparable and available quantity and quality indicators, as well as gender-based statistics, for ensuring implementation and follow-up to the Directive; urges equality bodies to intensify their efforts in conducting independent surveys, publishing independent reports and making recommendations concerning any issue related to discrimination; recalls the role of the European Institute for Gender Equality, entrusted with the task of gathering and analysing information regarding gender equality, raising the awareness of EU citizens as regards gender equality and developing methodological tools in support of gender mainstreaming;
Amendment 169 #
Motion for a resolution Paragraph 27 a (new) 27a. Calls on the Commission to study carefully the employment situation of women in the third sector, the social economy and the collaborative economy, and to propose as soon as possible a strategy to promote and protect the jobs and situation of women in this sector;
Amendment 17 #
Motion for a resolution 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 18 #
Motion for a resolution 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 part-time work, lower-paid occupations or are in lower- level positions in the hierarchy, also contributes to the pay gap;
Amendment 19 #
Motion for a resolution Recital G G. whereas
Amendment 2 #
Motion for a resolution Citation 11 a (new) - having regard to the report 'Being Trans in the European Union' by the Fundamental Rights Agency (2014);
Amendment 20 #
Motion for a resolution Recital G a (new) Ga. whereas employment levels are lower in rural areas and, moreover, many women are not included on the official employment market and are therefore not registered as unemployed or included in unemployment statistics, causing specific financial and legal problems in terms of maternity and sick leave, the acquisition of pension rights and access to social security, as well as problems in the event of divorce; whereas rural areas are disadvantaged by the lack of high-quality employment opportunities;
Amendment 21 #
Motion for a resolution Recital G a (new) Ga. whereas single parent families, primarily single mothers, can be found much more frequently among the working poor and single parents should pay special attention to all the measures implemented;
Amendment 22 #
Motion for a resolution Recital G a (new) Ga. whereas broadening women's career prospects and changing educational patterns could have a positive influence on addressing the gender pay gap, for example by increasing the numbers of female scientists and engineers; whereas education can and must contribute to eradicating gender stereotypes from society; whereas women's skills and competences are often undervalued, as are the professions and jobs in which women predominate, without this necessarily being justified by any objective criteria;
Amendment 23 #
Motion for a resolution Recital G a (new) Ga. whereas the sectoral and occupational segregation of women in labour markets, as well as vertical segregation of women in organisational hierarchies, lead to lower levels of visibility and representation of women in the social and public spheres, and as such contribute more broadly to greater gender inequalities; Whereas overcoming these various types of segregation, and having more women enter into higher positions in organisational hierarchies, would provide positive role-models for young women and girls;
Amendment 24 #
Motion for a resolution Recital G a (new) Ga. whereas many women work in companies free of charge, or as figureheads, or in undeclared employment, which seriously harms their career opportunities and has an adverse effect on their pension entitlements;
Amendment 25 #
Motion for a resolution Recital G a (new) Ga. whereas Directive 2006/54/EC stipulates that Member States may, with a view to ensuring full equality in practice between men and women in working life, maintain or adopt measures providing for specific advantages in order to make it easier for the underrepresented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers (Article 3 of Directive 2006/54/EC and Article 157(4) TFEU);
Amendment 26 #
Motion for a resolution Recital G b (new) Gb. whereas a large majority of mothers participating on the labour market bear the main responsibility for supporting their families as primary breadwinners; whereas the rate of single parents is higher for women than for men; whereas the gender pay gap has thus serious impact on living conditions, nutrition, and life opportunities of many European families;
Amendment 27 #
Motion for a resolution Recital G b (new) Gb. whereas empowering women and girls through education, especially in the fields of science, technology, engineering, and maths, as well as encouraging women to participate in vocational training and life-long learning programmes across sectors, are important elements in promoting equal treatment and equal opportunities in employment;
Amendment 28 #
Motion for a resolution Recital G b (new) Gb. whereas women are often forced to work in administrative positions in which they have no career development prospects and there is frequently a glass ceiling;
Amendment 29 #
Motion for a resolution Recital H H. whereas motherhood and care for the elderly represent additional work that is for the most part carried out by women; whereas this work is neither paid nor properly valued by society, even though it contributes to social welfare and can be measured by economic indicators such as GDP; whereas this results in the widening of the income gaps that exist between women and men through the ‘costs’ of the years spent out of the labour market or of reduced hours due to part-time arrangements; whereas the impact of these elements on lifetime earnings varies across the Member States depending on the level of support given to parents, by either legislative measures or collective agreements;
Amendment 3 #
Motion for a resolution Recital B B. whereas the Treaties oblige the European Union to combat discrimination based on sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation i
Amendment 30 #
Motion for a resolution Recital H H. whereas motherhood and care for children, the elderly and other dependants represent additional work that is for the most part carried out by women; whereas this work is neither paid nor valued by society, even though it contributes to social welfare and can be measured by economic indicators such as GDP; whereas this results in the widening of the income gaps that exist between women and men through the ‘costs’ of the years spent out of the labour market or of reduced hours due to part-time arrangements; whereas the impact of these elements on lifetime earnings varies across the Member States depending on the level of support given to parents, by either legislative measures or collective agreements;
Amendment 31 #
Motion for a resolution Recital H H. whereas motherhood and care for the elderly represent additional or full-time work that is for the most part carried out by women; whereas this work is neither paid nor valued by society, even though it is of enormous social importance, contributes to social welfare and can be measured by economic indicators such as GDP; whereas this results in the widening of the income gaps that exist between women and men through the ‘costs’ of the years spent out of the labour market or of reduced hours due to part-time arrangements, and consequently also increases the pensions gap; whereas the impact of these elements on lifetime earnings varies across the Member States depending on the level of support given to parents, by either legislative measures or collective agreements;
Amendment 32 #
Motion for a resolution Recital H H. whereas motherhood and care for the elderly represent additional work that is
Amendment 33 #
Motion for a resolution Recital H H. whereas motherhood and care for the elderly and for sick and disabled family members represent additional work that is for the most part carried out by women; whereas this work is neither paid nor valued by society, even though it contributes to social welfare and can be measured by economic indicators such as GDP; whereas this results in the widening of the income gaps that exist between women and men through the ‘costs’ of the years spent out of the labour market or of reduced hours due to part-time arrangements and the attendant effect of this on their pensions; whereas the impact of these elements on lifetime earnings varies across the Member States depending on the level of support given to parents, by either legislative measures or collective agreements;
Amendment 34 #
Motion for a resolution Recital H H. whereas motherhood and care for the elderly, disabled persons and other dependents represent additional work that is for
Amendment 35 #
Motion for a resolution Recital H a (new) Ha. whereas some certain paid jobs are carried out almost exclusively by women, which leads to some vocational categories being feminised and to wage conditions which likewise cause the gender pay gap to widen;
Amendment 36 #
Motion for a resolution Recital I I. whereas women receive on average 39% less than men in pensions; whereas this situation could be the result of different factors, such as the level of participation of women in paid labour, the employment structure of various sectors, the time spent in work, and the gender pay gap; whereas this increases the risk of poverty for women in retirement; whereas more than a third of older women in the EU have no pension whatsoever;
Amendment 37 #
Motion for a resolution Recital I I. whereas pay gap between women and men widens after retirement, pension gaps being thus considerably higher than pay gaps; whereas women receive on average 39 % less than men in pensions; whereas this situation
Amendment 38 #
Motion for a resolution Recital I I. whereas women receive on average 39 % less than men in pensions; whereas this unacceptable situation could be the result of different factors, such as the level of participation of women in paid labour, the employment structure of various sectors, the time spent in work, and the gender pay gap; whereas this increases the risk of poverty and inequality for women in retirement;
Amendment 39 #
Motion for a resolution Recital I a (new) Ia. whereas certain women are at risk of multiple discrimination in employment and occupation, such as women of ethnic minorities, lesbian women, bisexual women, transgender women, single women, women with disabilities and older women;
Amendment 4 #
Motion for a resolution Recital B B. whereas discrimination based on sex, racial or ethnic origin, religion or belief, disability, age
Amendment 40 #
Motion for a resolution Recital I a (new) Ia. whereas women are paid less than their male counterparts even when they do the same work or work at the same level or grade;
Amendment 41 #
Motion for a resolution Recital K K. whereas social partners (trade unions and employers) and civil society organisations play a very important role in fostering equal treatment and promoting the concept of work based on equal pay;
Amendment 42 #
Motion for a resolution Recital L L. whereas equality bodies are present in all member states but their work and impact varies greatly depending on their level of independence and their competences and resources; whereas equality bodies should be adequately supported and strengthened in the performance of their tasks
Amendment 43 #
Motion for a resolution Recital M M. whereas Parliament has repeatedly called on the Commission to review existing legislation in order to tackle the gender pay gap; whereas there are still very wide disparities (in some cases of over 25 %) between women’s salaries and men’s salaries, and whereas despite the efforts and progress made, that gap has not diminished but remained the same; whereas closing the gender pay gap would represent a means of increasing employment rates among women and decreasing the risk of poverty for women at pension age;
Amendment 44 #
Motion for a resolution Recital M M. whereas Parliament has repeatedly called on the Commission to review existing legislation in order to tackle the gender pay gap; whereas closing the gender pay gap would represent a means of
Amendment 45 #
Motion for a resolution Recital M a (new) Ma. whereas closing the gender gap would represent a means of reaching the objectives of the Europe 2020 Strategy in terms of employment and reduction of poverty, and ensuring the free movement of workers as a basic European freedom; whereas, according to the European Added Value Assessment conclusions, a one-percentage-point decrease in the gender pay gap will increase economic growth by 0,1%;
Amendment 46 #
Motion for a resolution Recital M a (new) Ma. whereas both horizontal and vertical segregation exist on the labour market: the former because women are concentrated in a far more limited number of sectors and professions than men, and these sectors and professions tend in general to be less well paid and less valued, and the latter because women carry out less well paid jobs and they come up against more obstacles to their professional development (only one third of management posts in EU firms are held by women);
Amendment 47 #
Motion for a resolution Recital M a (new) Ma. whereas equality between men and women and the need to bridge the pay gap are vital issues for employment growth, competitiveness and economic revival;
Amendment 48 #
Motion for a resolution Recital M b (new) Mb. whereas implementation of the equal principle is hindered by a lack of transparency in pay systems, a lack of legal certainty on the concept of work of equal value, and by procedural obstacles;
Amendment 49 #
Motion for a resolution Recital M b (new) Mb. whereas traditional gender roles and stereotypes still exert a great deal of influence over the division of labour in the home, in education, in careers, in the workplace and in society in general;
Amendment 5 #
Motion for a resolution Recital B a (new) Ba. whereas economic independence is a prerequisite for European citizens, both women and men, to exercise control and make genuine choices in their lives;
Amendment 50 #
Motion for a resolution Paragraph 1 1. Takes note that, in general, Members States have brought their national laws into line with EU law4; points out that simply transposing correctly the provisions of the ‘recast Directive’ into national law has proved insufficient in order to achieve the full application and effective enforcement thereof; regrets that some EU Member States have still not ratified the Istanbul Convention prohibiting violence against women; __________________ 4 According to Commission report on the application of the recast Directive (COM(2013)0861),
Amendment 51 #
Motion for a resolution Paragraph 1 1. Takes note that, in general, Members States have brought their national laws into line with EU law4; points out tha
Amendment 52 #
Motion for a resolution Paragraph 1 a (new) 1a. Reiterates the importance for the Member States to clearly include in their national legislation the prohibition of any discrimination based on sexual identity or gender reassignment;
Amendment 53 #
Motion for a resolution Paragraph 2 2.
Amendment 54 #
Motion for a resolution Paragraph 2 a (new) 2a. Highlights the fact that Member States did not seize the opportunity to simplify and modernise their legislation on equal opportunity and equal treatment between women and men in matters of employment and occupation; points out that Member States are not only expected to transpose the directive but also to ensure the monitoring of the implementation of the principle of equal pay and the enforcement of all available remedies for pay discrimination;
Amendment 55 #
Motion for a resolution 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 56 #
Motion for a resolution Paragraph 3 3. Calls, therefore, on the Commission to identify the weak points of the ‘recast Directive’ and
Amendment 57 #
Motion for a resolution Paragraph 3 3.
Amendment 58 #
Motion for a resolution Paragraph 3 a (new) 3a. Points out that the situation of women on the labour market has worsened as a result of the economic crisis: the number of women out of work has risen more than that of men, as has the number of women in insecure jobs and underemployment, and the number and percentage of women in management posts has also fallen considerably; points out too that fear of losing their job has caused many women to abandon the option of reconciling work and family life by means of a shorter working day or similar formulas, making a balanced family life difficult which has exacerbated the falling birth rates in some Member States; asks the Commission to assess this trend, and the measures different governments have taken to counter this phenomenon, and to put forward measures to lessen the effects of the crisis on equal treatment at work and the work- life balance;
Amendment 59 #
Motion for a resolution Paragraph 4 Amendment 6 #
Motion for a resolution Recital B a (new) Ba. whereas the pay gap is even more pronounced among women with multiple disadvantages, such as women with disabilities, women belonging to minorities, unqualified women, etc.;
Amendment 60 #
Motion for a resolution Paragraph 4 4. Takes note that direct discrimination as regards pay for the exact same work appears to have lowered in Member States and that the evaluation of work, in particular that which is done through collective agreements, and the evaluation of work of equal value continue
Amendment 61 #
Motion for a resolution 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 62 #
Motion for a resolution Paragraph 6 6. Reiterates the need for clear definitions
Amendment 63 #
Motion for a resolution Paragraph 6 6. Reiterates the need for clear definitions of different concepts at EU level, such as gender pay gap, remuneration, direct and indirect pay discrimination, and especially work treated as ‘equal’ and work of the same value; points out that due to the various types of work contracts that exist, the current calculation of the gender pay gap can lead to a distorted understanding of the problem of equal pay; calls on the Commission to analyse possible distortions and propose a solution;
Amendment 64 #
Motion for a resolution Paragraph 6 6. Reiterates the need for clear
Amendment 65 #
Motion for a resolution Paragraph 7 7. Calls on the Commission and the Member States to map the application of the existing job evaluation and classification systems which vary considerably; calls on the Commission to introduce guidelines for gender neutral job evaluation and classification systems, including specific measures, such as the proportional representation of women and men on evaluation committees, the development of gender neutral job descriptions and of weighting grids, and the definition of clear criteria for assessing the value of work;
Amendment 66 #
Motion for a resolution Paragraph 7 a (new) 7a. Maintains that job evaluation and classification systems should preferably be based on collective bargaining;
Amendment 67 #
Motion for a resolution Paragraph 7 a (new) 7a. Calls on the Member States to introduce and use clear and gender- neutral job evaluation and classification systems based on the Guidelines written by the Commission, so that they detect indirect pay discrimination related to the undervaluation of jobs typically done by women;
Amendment 68 #
Motion for a resolution Paragraph 8 8. Points out that a clear
Amendment 69 #
Motion for a resolution Paragraph 8 8. Points out that a clear and harmonised gender-neutral job classification system and wage transparency will contribute to close the gender pay gap and improve access to justice; notes that several Member States have already taken specific wage transparency measures; underlines the disparity that exists between these measures and takes note of the 2014 Commission recommendations on wage transparency; calls on the Commission to evaluate the real impact of these recommendations;
Amendment 7 #
Motion for a resolution Recital B a (new) Ba. whereas Directive 2006/54/EC refers expressly to CJEU case law, which lays down that the principle of equal treatment for men and women cannot be confined to the prohibition of discrimination based on the fact that a person is of one or other sex, but that it also applies to discrimination arising from a person’s gender reassignment;
Amendment 70 #
Motion for a resolution Paragraph 8 8. Points out that a clear and harmonised job classification system and greater wage
Amendment 71 #
Motion for a resolution Paragraph 8 8. Points out that a clear and harmonised job classification system and wage transparency will improve access to justice; notes that several Member States have already taken specific wage transparency measures; underlines the disparity that exists between these measures and takes note of the 2014 Commission recommendations on wage transparency; calls on the Commission to evaluate the real impact of these recommendations including the requirement for large and medium companies to report regularly on average remuneration by category of employee or position, broken down by gender;
Amendment 72 #
Motion for a resolution Paragraph 8 a (new) 8a. Calls on the Commission to include in the new legislative proposal the measures mentioned in 2014 Commission recommendations on wage transparency (entitlement to request pay information, company reporting, pay audits, equal pay collective bargaining); points out that the introduction of financial penalties for employers that do not respect wage equality is likely to be a relevant means to close the gender pay gap; highlights the fact that the equality bodies should be entitled to monitor and assess the pay practices of the employers ;
Amendment 73 #
Motion for a resolution Paragraph 8 a (new) 8a. Stresses that a range of sanctions would need to be established at EU level to be meted out to companies and employers in general that fail to comply with rules on equal opportunities and equal treatment of men and women in matters concerning employment and occupation, and on equal pay in particular, said sanctions to include fines, ineligibility for public subsidies, a ban on taking part in public procurement and publication of offendersʼ names;
Amendment 74 #
Motion for a resolution Paragraph 9 9. Underlines
Amendment 75 #
Motion for a resolution Paragraph 9 a (new) 9a. Calls on the Member States to safeguard their maternity entitlements, to take measures to prevent the unfair dismissal of employees during pregnancy and when returning to work after maternity leave; calls on the Council to finally adopt a common position on the revision of the directive on the implementation of measures to promote improvements in the health and safety at work of pregnant workers, workers who have recently given birth and women who are breastfeeding; the so-called Maternity Leave Directive, and the Women on Boards directive
Amendment 76 #
Motion for a resolution Paragraph 10 10. Takes note that in the implementation of the provisions on the protection against discrimination in relation to maternity leave and paternity and/or adoption leave, there are significant differences between Member States; underlines the need to address in a coherent way at national level the specific challenges that exist, including the sectoral (public-private) and organisational (between companies and between large, small and medium-sized companies) differences, the situation as regards atypical and part-time contracts, and the practices of terminating fixed-term contracts in the protection period and inducing voluntary job resignations;
Amendment 77 #
Motion for a resolution Paragraph 10 a (new) 10a. Takes the view that the Commission and the Member States should adopt shared measures on maternity and paternity leave which enable women to have children without any negative repercussions on their professional status whilst at the same time ensuring that employers do not suffer damage to their businesses;
Amendment 78 #
Motion for a resolution Paragraph 10 a (new) 10a. Emphasises the need to combat the specific obstacles faced by women and girls with disabilities, and by the parents of children with disabilities as regards equal access to education and to the labour market; emphasises too the need to adapt the measures so that the gender dimension is incorporated into all policies and the particular characteristics of people with special needs, such as the disabled, people from ethnic minorities, immigrants, the long-term unemployed, etc. are taken into account;
Amendment 79 #
Motion for a resolution Paragraph 11 11. Calls on the Commission and the Member States, by creating effective monitoring systems, to take
Amendment 8 #
Motion for a resolution 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 80 #
Motion for a resolution Paragraph 11 11. Calls on the Commission and the Member States, by creating effective monitoring systems, to take actions to improve the collection of data on
Amendment 81 #
Motion for a resolution Paragraph 11 a (new) 11a. Calls on the Commission and the Member States to include measures to protect women against moral and sexual harassment in the workplace ;
Amendment 82 #
Motion for a resolution Paragraph 11 a (new) 11a. Regrets that many Member States have failed to introduce explicit protection from discrimination related to gender reassignment, when transposing the Directive and calls upon the European Commission to hold Member States accountable; believes that the current legal protection accorded by the Directive to those who intend to undergo, are undergoing or have undergone gender reassignment should be extended to all transgender persons; calls, in this regard, to include explicitly a ban on discrimination on grounds of gender identity in any future recast;
Amendment 83 #
Motion for a resolution Paragraph 11 a (new) 11a. Calls on the Commission and the Member States to adopt all possible measures to prevent and penalise acts of abuse or coercion, situations conducive to blackmail and/or subjugation, or violence against women at the workplace, pointing out that, in addition to acts of physical violence, segregation and discrimination are also forms of mental cruelty or psychological aggression;
Amendment 84 #
Motion for a resolution Paragraph 11 a (new) 11a. Points out that there are significant differences between the Member States as regards implementation of the clauses on equal treatment for transexual people, and in particular those who have undergone a change in sex; calls on the Member States to state clearly and expressly in their national laws that people in the process of changing their sex, or who have already done so, have the right not to suffer discrimination; calls on the Commission to compile data on compliance with these clauses and to encourage exchange of best practice;
Amendment 85 #
Motion for a resolution 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
Amendment 86 #
Motion for a resolution 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; underlines the fact that the application of the burden of proof rule also poses problems in several Member States; calls on the Member States and regional and local authorities to support equality bodies, trade unions and NGOs in taking an active role in providing assistance to victims of discrimination;
Amendment 87 #
Motion for a resolution 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; 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,
Amendment 88 #
Motion for a resolution Paragraph 12 12. Points out that access to justice in this field is limited due to several causes, such as the excessive length or high costs of the procedures, the absence of free legal aid or the fear of victim stigmatisation in the workplace; 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 89 #
Motion for a resolution Paragraph 12 12. Points out that access to justice in this field is limited due to several causes, such as the length
Amendment 9 #
Motion for a resolution Recital D D. whereas the ‘recast Directive’ was meant to make EU legislation in this area more coherent and bring it into line with CJEU case law and to bring about the simplification and modernisation of the relevant equality laws at national level, thus contributing to the improvement of the situation of women in the labour market; whereas the proportion of women in senior management posts in companies operating in the EU was still below 18% in 2014;
Amendment 90 #
Motion for a resolution 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 challenges faced by equality bodies in some member states, the lack of wage transparency, the absence of free legal aid
Amendment 91 #
Motion for a resolution 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; underlines the fact that the application of the burden of proof rule also poses
Amendment 92 #
Motion for a resolution 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; 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 and pay particular attention to women victim of multiple discrimination, including women of ethnic minorities, lesbian women, bisexual women, transgender women, women with disabilities and older women;
Amendment 93 #
Motion for a resolution Paragraph 12 a (new) 12a. Points out that a relevant solution to improve access to justice in this field would be to give the power to independent equality bodies to provide help to victims of discrimination; this help should include free legal aid (information needed to make a successful equal pay claim and information about the pay levels for categories of employees who perform the same work or work of equal value), a financial aid to cover the judiciary procedures, and the right to represent individuals in cases of pay discrimination;
Amendment 94 #
Motion for a resolution Paragraph 12 a (new) 12a. Suggests in this regard that confidential reporting systems be introduced in the Member States to enable women to report possible instances of inequality of treatment in the workplace, and in SMEs in particular where it is more difficult for a female employee to report discrimination of this kind;
Amendment 95 #
Motion for a resolution Paragraph 12 b (new) 12b. Reiterates the need to reduce the length of the procedures and to determinate sanctions and penalties which have a detrimental effect on employers, and compensations that grant victims with appropriate remedies;
Amendment 96 #
Motion for a resolution Paragraph 13 13. Calls on the Commission to assess the existing best practices and to disseminate the results of this assessment as regards the effective measures that Member States and regional and local authorities could take to encourage employers and organisations involved in vocational training to prevent all forms of discrimination on the grounds of sex, in particular as regards harassment and sexual harassment in the workplace, through enhancing access to employment, offering further vocational training and promoting best practices;
Amendment 97 #
Motion for a resolution Paragraph 13 13. Calls on the Commission to assess, exchange and compare the existing best practices and to disseminate the results of this assessment as regards the effective measures that Member States could take to encourage employers and organisations involved in vocational training to prevent all forms of discrimination on the grounds of sex, in particular as regards harassment and sexual harassment in the workplace, through enhancing access to employment, offering further vocational training and promoting best practices;
Amendment 98 #
Motion for a resolution Paragraph 13 13. Calls on the Commission to assess the existing best practices and to disseminate the results of this assessment as regards the effective measures that Member States could take to encourage employers, trade unions and organisations involved in vocational training to be active in promoting gender equality and prevent all forms of discrimination on the grounds of sex, in particular as regards harassment and sexual harassment in the workplace, through enhancing access to employment, offering further vocational training and promoting best practices and positive ʽanti-harassmentʼ peacemaking strategies;
Amendment 99 #
Motion for a resolution Paragraph 13 13. Calls on the Commission to assess the existing best practices and to disseminate the results of this assessment as regards the effective measures that Member States could take to encourage employers and organisations involved in vocational training to prevent all forms of gender- based discrimination
source: 554.709
2015/05/28
EMPL
11 amendments...
Amendment A #
Draft opinion Paragraph 1 1. Calls on the Member States and the Commission to take steps to combat all forms of multiple discrimination
Amendment B #
Draft opinion Paragraph 2 2. Calls on the Member States to actively implement the Commission Recommendation on strengthening the principle of equal pay between men and women through transparency
Amendment C #
Draft opinion Paragraph 2 b (new) 2b (new) Welcomes the change in the burden of proof in Directive 2006/54/EC in favour of women who are presumed in legal proceedings to be the victims of sexual discrimination, but wishes to stress that this provision will not be effective unless there is a recognised right for such women to access information held by employers, as proposed by the European Commission for Directive 97/80/EC on the burden of proof in cases of discrimination based on sex, but ultimately not adopted; calls on the Member States to create platforms that could receive complaints and provide free support on the legal contest in cases of discrimination at the workplace;
Amendment D #
Draft opinion Paragraph 3 3. Calls on the Member States to find a way to provide a definition in national laws of what is to be considered as work of equal value or a set of clear
Amendment E #
Draft opinion Paragraph 4 4. Stresses that women, despite the fact that they account for 60% of university graduates in the EU, are still heavily under-represented in senior and leadership positions at all levels of political and economic decision-making; calls, therefore, for swift adoption of the Women on Boards Directive as an important first step
Amendment F #
Draft opinion Paragraph 4 a (new) 4a (new) Calls on Members States to ensure that companies guarantee gender diversity in the composition of the shortlist of candidates while ensuring that the sex of the non-executive director elected in this procedure is not in any way predetermined and that companies select the most qualified candidates on the basis of a comparative analysis of the qualifications by applying pre-established clear, neutrally formulated, non- discriminatory and unambiguous criteria; calls on the Commission and the Member States to support campaigns which combat gender stereotypes in accessing jobs, stressing that women and men are able to access different areas, especially science and technologies and to encourage women into traditionally male dominated apprenticeships and occupations and to ensure that the employers carry out equality and diversity training for all staff;
Amendment G #
Draft opinion Paragraph 5 5. Calls on the Member States to guarantee
Amendment H #
Draft opinion Paragraph 5 a (new) 5a (new) Stresses the importance to combat indirect discrimination within pension schemes, not only in occupational schemes but also within practices of statutory pension schemes; and emphasizes that the Court of Justice of the EU has made clear that occupational pension schemes are to be considered as pay and therefore the principal of equal treatment applies to these schemes as well; despite the fact that the distinction between statutory and occupational pension schemes is problematic in some Member States or that the concept of occupational pension schemes is unknown and that might be indirectly discriminatory in the labour market;
Amendment I #
Paragraph 6 6. Stresses that occupational and sectorial segregation of the labour market remains a factor in determining the gender pay gap; also stresses that women
Amendment J #
Draft opinion Paragraph 6 a (new) 6a (new) Calls on the Member States to step up their efforts to combat undeclared work and precarious jobs, highlights the high levels of undeclared work performed by women which negatively impact on women's income, social security coverage and protection and has a bad effect on the EU's GDP levels; stresses the need to particularly address domestic work, performed mostly by women, as a special challenge, as the work is mainly in the informal sector, singularized and by its nature invisible which requires the development of tailored measures to tackle this efficiently; deplores, furthermore, the abuse of atypical forms of contracts, including zero hours contracts, in order to avoid having to comply with employment and social protection obligations; regrets the fact that there has been an increase in the number of women trapped in in-work poverty;
Amendment K #
Draft opinion Paragraph 7 7. Calls on the Member States and the Commission to involve social partners (trade unions and
source: 557.315
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