ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it
Autor(a) principal: | |
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Data de Publicação: | 2022 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.14/40630 |
Resumo: | As part of the Social component of ESG, the gender pay gap remains unresolved and is still under the European Commission’s radar despite equal pay being a part of the European Treaties (article 157TFEU) since 1957. According to 2019 EU data, the gender pay gap stands at 14.1%. The European Commission commits to addressing this issue via the Pay Transparency Directive. The gender pay gap is the average difference between women’s and men’s salaries in gross hourly earnings and is driven by several factors associated with the labour market behaviour (sectoral segregation, part-time work), but also the uneven split of paid and unpaid work, career choices influenced by family care, the fewer and lower-paid female managers and even gender discrimination. A strong joint effort by Governments, Companies, and Social partners is suggested to close the gender pay gap, namely by adopting best practices and enforcing a minimum wage, promoting pay transparency and roles diversification, and investing in social protection and parental leave (Governments); ensuring equal pay, overcoming bias, implementing genderneutral and family-friendly policies, committing to gender balance, betting on transparency, providing adequate training and reducing the impact of parental leave on the parents’ career (Companies); and addressing sector differences and collective bargaining (Governments and social partners). The benefits of closing the gender pay gap comprise reducing poverty, empowering women, and also improving business performance and consequently strengthening the global economy while increasing diversity in the workplace and therefore contributing to a more inclusive economy. |
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ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing itGender pay gapEqual payBiasGender discriminationSegregationDisparidade salarial de géneroIgualdade salarialPreconceitoDescriminação de géneroSegregaçãoDomínio/Área Científica::Ciências Sociais::Economia e GestãoAs part of the Social component of ESG, the gender pay gap remains unresolved and is still under the European Commission’s radar despite equal pay being a part of the European Treaties (article 157TFEU) since 1957. According to 2019 EU data, the gender pay gap stands at 14.1%. The European Commission commits to addressing this issue via the Pay Transparency Directive. The gender pay gap is the average difference between women’s and men’s salaries in gross hourly earnings and is driven by several factors associated with the labour market behaviour (sectoral segregation, part-time work), but also the uneven split of paid and unpaid work, career choices influenced by family care, the fewer and lower-paid female managers and even gender discrimination. A strong joint effort by Governments, Companies, and Social partners is suggested to close the gender pay gap, namely by adopting best practices and enforcing a minimum wage, promoting pay transparency and roles diversification, and investing in social protection and parental leave (Governments); ensuring equal pay, overcoming bias, implementing genderneutral and family-friendly policies, committing to gender balance, betting on transparency, providing adequate training and reducing the impact of parental leave on the parents’ career (Companies); and addressing sector differences and collective bargaining (Governments and social partners). The benefits of closing the gender pay gap comprise reducing poverty, empowering women, and also improving business performance and consequently strengthening the global economy while increasing diversity in the workplace and therefore contributing to a more inclusive economy.Como parte da componente Social de ESG, a disparidade salarial de género permanece por resolver e sob o radar da Comissão Europeia, embora a igualdade salarial faça parte do Tratado de Roma (artigo 157TFEU), 1957. Os dados da UE de 2019 indicam que esta totaliza 14,1%. A Comissão Europeia compromete-se a abordar este tema, nomeadamente via Directiva da Transparência Salarial. A disparidade salarial de género consiste na diferença média entre os salários de homens e mulheres (valor/hora ilíquido), impulsionada por diversos factores associados ao comportamento do mercado de trabalho (segregação salarial, trabalho a tempo parcial), à divisão desigual de trabalho pago e não pago, decisões de carreira influenciadas pela dedicação à família, inferior número e menos bem pago de responsáveis femininas e discriminação de género. È sugerido um forte esforço conjunto de Governos, Empresas e Parceiros sociais, através da adopção de melhores práticas e regulamentação de salário mínimo, promoção da transparência salarial e diversificação de funções, investimento na protecção social e licença parental (Governos); igualdade salarial, superação de preconceitos, políticas neutras e protectoras das famílias, equilíbrio de género, aposta na transparência, formação e redução do impacto da licença parental na carreira dos pais (Empresas); e intervenção na disparidade sectorial e negociação colectiva (Governos e parceiros sociais). Os benefícios de eliminar a disparidade salarial de género englobam a redução da pobreza, o empoderamento das mulheres e a melhoria do desempenho dos negócios e o fortalecimento da economia global, incrementando a diversidade no trabalho e, como tal, contribuindo para uma economia mais inclusiva.Alves, Paulo Alexandre PimentaVeritati - Repositório Institucional da Universidade Católica PortuguesaRibeiro, Sónia Cristina dos Reis Rocha2023-03-20T13:34:17Z2022-12-192022-112022-12-19T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10400.14/40630TID:203222962enginfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-07-12T17:46:11Zoai:repositorio.ucp.pt:10400.14/40630Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T18:33:20.619585Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
title |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
spellingShingle |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it Ribeiro, Sónia Cristina dos Reis Rocha Gender pay gap Equal pay Bias Gender discrimination Segregation Disparidade salarial de género Igualdade salarial Preconceito Descriminação de género Segregação Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
title_short |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
title_full |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
title_fullStr |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
title_full_unstemmed |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
title_sort |
ESG – The gender pay gap : an analysis of the magnitude of the gender pay gap and the potential impact of closing it |
author |
Ribeiro, Sónia Cristina dos Reis Rocha |
author_facet |
Ribeiro, Sónia Cristina dos Reis Rocha |
author_role |
author |
dc.contributor.none.fl_str_mv |
Alves, Paulo Alexandre Pimenta Veritati - Repositório Institucional da Universidade Católica Portuguesa |
dc.contributor.author.fl_str_mv |
Ribeiro, Sónia Cristina dos Reis Rocha |
dc.subject.por.fl_str_mv |
Gender pay gap Equal pay Bias Gender discrimination Segregation Disparidade salarial de género Igualdade salarial Preconceito Descriminação de género Segregação Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
topic |
Gender pay gap Equal pay Bias Gender discrimination Segregation Disparidade salarial de género Igualdade salarial Preconceito Descriminação de género Segregação Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
description |
As part of the Social component of ESG, the gender pay gap remains unresolved and is still under the European Commission’s radar despite equal pay being a part of the European Treaties (article 157TFEU) since 1957. According to 2019 EU data, the gender pay gap stands at 14.1%. The European Commission commits to addressing this issue via the Pay Transparency Directive. The gender pay gap is the average difference between women’s and men’s salaries in gross hourly earnings and is driven by several factors associated with the labour market behaviour (sectoral segregation, part-time work), but also the uneven split of paid and unpaid work, career choices influenced by family care, the fewer and lower-paid female managers and even gender discrimination. A strong joint effort by Governments, Companies, and Social partners is suggested to close the gender pay gap, namely by adopting best practices and enforcing a minimum wage, promoting pay transparency and roles diversification, and investing in social protection and parental leave (Governments); ensuring equal pay, overcoming bias, implementing genderneutral and family-friendly policies, committing to gender balance, betting on transparency, providing adequate training and reducing the impact of parental leave on the parents’ career (Companies); and addressing sector differences and collective bargaining (Governments and social partners). The benefits of closing the gender pay gap comprise reducing poverty, empowering women, and also improving business performance and consequently strengthening the global economy while increasing diversity in the workplace and therefore contributing to a more inclusive economy. |
publishDate |
2022 |
dc.date.none.fl_str_mv |
2022-12-19 2022-11 2022-12-19T00:00:00Z 2023-03-20T13:34:17Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.14/40630 TID:203222962 |
url |
http://hdl.handle.net/10400.14/40630 |
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TID:203222962 |
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eng |
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eng |
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info:eu-repo/semantics/openAccess |
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openAccess |
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application/pdf |
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