The interinstitutional negotiations on the Gender Equality Directive (the so-called pay transparency directive) remain difficult. This is due to differences in definitions and scope. The European Parliament and the EU Council are particularly struggling to agree on the role of the social partners as well as on the inclusion of intersectionality and non-binary people in the text.
In a report presented to the European Parliament’s Committee on Employment on Tuesday 8 November, the negotiating team describes a “rather difficult” third round of negotiations, with disagreements already highlighted in previous discussions (see EUROPE 13050/30).
For example, while on the right of workers and their representatives to participate in negotiations on measures to combat pay inequalities, “a certain convergence has emerged”, the EU Council refuses, among other things, the introduction of binding recommendations on this subject. On the inclusion of intersectional discrimination and non-binary people, the EU Council also maintains its position and proposes to mention them, but excludes any obligation (see EUROPE 13048/14).
While the dates for the next negotiations have not been set by the Czech Presidency, discussions on reporting obligations and data collection methods have been postponed. However, the European Parliament points out that compromises on definitions are emerging. “If on the third trilogue we are still on definitions, that’s not necessarily the best possible news [...], whereas I was quite optimistic about the fact that we might close the file during the Czech Presidency, right now I have serious concerns about that”, said Dragoș Pîslaru (Renew Europe, Romanian), Chair of the EMPL committee.
To read the Parliament’s report: https://aeur.eu/f/3xq (Original version in French by Hélène Seynaeve)