The fundamental right of equality between women and men constitutes a capital value and an essential need in a democratic society. This right has been legally recognized for a long time, but it is not effective in all spheres of our lives nor is it equal for all women. On the occasion of International Women's Day, the Departament de Treball, Afers Socials i Famílies focuses on existing inequalities in the world of work and highlights the importance of equality plans and the fight against the gender pay gap to eradicate the discrimination suffered by women at work. As of today, companies with more than 100 workers are obliged to have an equality plan. On the other hand, companies that were already obliged to have them (those with more than 150 workers) have until January 14, 2022, to adapt.
It is evident that it is more difficult for women to access the labor market, stay, get promoted, and it is especially pervasive that they systematically earn less than men for work of equal value: this is what we call the gender pay gap. The Departament de Treball is absolutely committed to the fight against the gender pay gap, a discrimination that violates half of society, as well as to the rigorous compliance with regulations to avoid discriminatory situations.
As of today, companies with more than 100 workers are obliged to have an equality planRemuneration inequalities derive mainly from the inequality and structural discrimination suffered by women in all areas of life, and, in particular, from the undervaluation of the work they carry out and the lack of co-responsibility in assuming care tasks. One must also consider the so-called "glass ceiling," the invisible barrier represented by the limitations women encounter in ascending to positions of greater responsibility, or the "sticky floor," the difficulty in accessing and maintaining employment. These situations prevent the development of their professional careers under equal conditions. Other causes of inequalities are differences in paid work experience due to dedication to care tasks or that women largely work in lower-wage sectors.
Women earn 22.2% less
According to the study The situation of wage inequality in Catalonia between men and women by the Observatory of Work and Productive Model of the Department of Labor, Social Affairs and Families, women earned on average 22.2% less than men in 2018. Their average annual salary was 6,350 euros lower (€22,290 vs. €28,640).
It also highlights that the wage gap has decreased by eight tenths compared to 2017 and emphasizes that it has narrowed by 3.8% between 2014 and 2018. Another particularly significant fact, which represents the so-called "glass ceiling," is that women achieve their maximum salary between 35 and 44 years old (€23,847), while men do so after 55 years old (€32,313).
Despite this decrease, wage inequality continues to be one of the sharpest manifestations of discrimination suffered by women at work, as well as one of the main causes of female impoverishment.
Support for companies and entities to incorporate equal opportunities
The implementation of equality plans in companies and public administrations, along with the prevention and action against sexual harassment and harassment based on sex and the fight against the wage gap, are key elements to combat labor discrimination against women.
The Directorate General for Equality of the Department of Labor, Social Affairs and Families allocated €1,305,000 in 2020 ---and an extraordinary allocation of €472,605 during Covid-19--- to promote plans and actions to support companies and entities dedicated to incorporating equal opportunities.
The implementation of equality plans in companies and public administrations is a key element to combat discriminationLast year, 26 training actions on equality were carried out in companies, in addition to advisory and accompaniment actions in the analysis of the wage gap in their organizations. The course has also been developed Equal pay, pay audit, and pay registerand two guides have been published,Recommendations for managing the impact of COVID-19 on the labor market from a gender perspectiveandBreaking myths about the gender pay gap.
On the other hand, the Department launched last year the salary registry tool, an online resource to comply with the regulations that establish that all companies are obliged to keep a record of remunerations.
Inspections on sex discrimination grow by 115%
The Labor Inspectorate in Catalonia increased last year by 115% the number of actions on sex discrimination (which includes the wage gap) and by 101% those related to the surveillance and control of equality plans.
Specifically, 99 actions were carried out regarding sex discrimination and 191 regarding equality plans and other obligations of the law.
As of this March 8, companies with more than 100 workers are obliged to have an equality plan. Companies that were already obliged to have them (those with more than 150 workers) have until January 14, 2022, to adapt.