Debate: Strengthening the application of the principle of equal pay for equal work or work of equal value between men and women
Date: THURSDAY, 30 MARCH 2023
Speaker: Helena Dalli
Language: EN

While the gender pay gap has many causes, a large part of it is due to pay discrimination and gender bias. We cannot allow women to be paid less for doing the same work or work of equal value as men. We cannot allow women to be discriminated against in the workplace because of our gender. We cannot continue undervaluing women’s contribution on the labour market compared to men. Pay discrimination is often the result of an undervaluation of work done by women or of unconscious bias and deeply rooted gender stereotypes. They all continue to persist in our society, and because of the current lack of pay transparency, they often go unnoticed.  The Pay Transparency Directive is a crucial tool in our fight for gender equality. This new legal framework will trigger a culture change in the workplace across the Union. It will require employers to provide information on average pay levels, broken down by gender for all workers performing the same job or work of equal value. And this will enable workers to identify and challenge any pay discrimination based on sex. The directive will also require employers with more than 100 workers to publish information on the gender pay gap in their organisation. It will increase transparency and accountability and encourage employers to take action to close the pay gap. Having the information on pay or gender pay gaps is not enough, of course. Workers must also have the possibility to enforce their right to equal pay if they believe they are being discriminated. This is why the directive provides for stronger enforcement mechanisms. For instance, the directive will ensure that victims of pay discrimination can be represented in court by relevant associations and bodies, such as equality bodies. It will also ensure better compensation, shift the burden of proof and set minimum standards for limitation periods. I draw your attention to a transposition period of three years for the entry into application of the new rules on pay transparency. During the negotiations, the Commission underlined that this longer period – a deviation from a standard two—year transposition period – should not be seen as a precedent. It only aims at ensuring that employers will have non—discriminatory pay structures in place, so as to ensure full application of the new rules at the time of transposition. A Commission statement to this effect was included in the minutes of the meeting of Member States’ deputy permanent representatives when the political agreement was endorsed on 21 December of last year. I thank the European Parliament, especially Samira, Kira and the others who you mentioned, for the continued support and determination to combat gender pay, gender—based pay discrimination. Your commitment to gender equality has been invaluable in the development and negotiation of this legislation. The adoption of the Pay Transparency Directive will be a significant achievement in our fight for gender equality. It is a step towards a Europe where women in all their diversity can thrive equally.