On Thursday 26 March, theEuropean Institute for Gender Equality published a policy brief on gender-neutral job evaluation and classification, with a view to reducing the persistent pay gap in the European Union.
And for good reason: despite decades of public policy on the issue, the pay gap between men and women remains at an average of 12% which, according to the EIGE, is due to the undervaluation of jobs in which women predominate and that are still less well paid despite having comparable requirements.
The document sets out a method for assessing the value of jobs based on objective criteria such as skills, responsibilities, effort and working conditions, irrespective of gender, in order to ensure fair pay for work of equal value, in line with the principle of equal pay for equal work or work of equal value, enshrined in Article 157 of the Treaty on the Functioning of the European Union.
This policy brief details as well the impact on employers. Transparent remuneration systems boost employee confidence, improve commitment and encourage loyalty. They also help to reduce the legal risks associated with pay discrimination and improve the credibility of organisations.
This publication follows on from the European Pay Transparency Directive, adopted in 2023, which requires employers to base their pay policies on non-discriminatory and comparable criteria.
To facilitate its implementation, the EIGE and the European Commission are proposing an ‘operational toolbox’.
In addition, this policy brief sets out a step-by-step method adapted to different types of organisation, from the smallest to the largest, and includes templates, questionnaires and analysis tools for evaluating positions and structuring pay scales.
The social partners can also use these tools in collective agreements to identify bias and negotiate fairer pay systems.
To see the policy brief: https://aeur.eu/f/lct (Original version in French by Nithya Paquiry)