Observation. The paper reminds that recent figures – probably lower than reality – show that women earn on average 16.4 percent less than men in the EU and that the gender pay gap varies between 4.4 and 27.6 percent in the Member States. This is “despite the significant body of legislation in force for almost 40 years and the actions taken and resources spent on trying to reduce the gap.” To illustrate this gap, which is reducing slowly and unevenly depending on the European elected officials, they point out, “women needed to work until 2 March 2012 in order to earn as much as men had earned on average in the year up to 31 December 2011.” This is why the European Parliament is requesting “the Commission to review Directive 2006/54/EC by 15 February 2013 [on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation] at the latest,” and to improve aspects related to pay. Parliament believes the Directive should “To have more precise categories as tools for dealing with the gender pay gap (GPG),” in which respect “it is important to define the different concepts more precisely, such as:
work until 2 March 2012 in order to earn as much as men had earned on average in the year up to 31 December 2011.” This is why the European Parliament is requesting “the Commission to review Directive 2006/54/EC by 15 February 2013 [on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation] at the latest,” and to improve aspects related to pay. Parliament believes the Directive should “To have more precise categories as tools for dealing with the gender pay gap (GPG),” in which respect “it is important to define the different concepts more precisely, such as:
- GPG, the definition of which must not cover gross hourly pay alone, while there needs to be a distinction between unadjusted and ‘net’ gender pay gap;
- Direct and indirect pay discrimination;
- Remuneration, the definition of which should cover any net wages and salaries as well as any work-related financial entitlements and in-kind benefits;
- Pension gap (in different pillars of pension systems, e.g.
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