Putting in practice the concept of work of equal

Transcript:Putting in practice the concept of work of equal:
Putting in practice the concept of work of equal value Dr Sara BENEDÍ LAHUERTA University College Dublin (UCD), Sutherland School of Law (sara.benedilahuerta@ucd.ie) Equinet Seminar on Pay Transparency – Brussels, 29-30 November 2022 The EU 2021 Directive Proposal on Pay Transparency Publicity of gender pay gap reporting (Art 8(3)-(7)) – only final index score in France What is work of equal value? ‘Like work’ is work that is substanatially similar; may not be identical ‘Equal value’ work is work while being different in nature, is worth the same BBC China Editor BCC US Editor Female nursery staff, classroom assistants, support-for-learning assistants Gardener, refuse collectors, leisure attendants Difficulty: How to establish ‘equal value’? Collective level: Need to determine the hierarchy between different jobs Systems that establish the relative value of jobs, not the value of the job holders In principle, not linked to actual performance Individual level: Problem of finding a comparator Finding which jobs are of equal value (I) Collective level: JOB CLASSIFICATIONS: -Non-analytical -Simpler & less costly -Ranks job categories -Job description considered at once -Relative value according to position in rank JOB EVALUATIONS: -Analytical -More complex -Factor-based: Focuses on gender-neutral factors -Gives points according to factors -Total points = value of job Job classification example (1) Job analysis can start with structure of job functions, families, and jobs: Job classification example (2) Establish hierarchy for each role, within a job family Job classification example (3) Establish comparison between job families Source: https://www.aihr.com/ Iceland: job evaluation systems (1) Icelandic Certification System: ÍST 85:2012 To get the certification  1st step: Job Evaluation Analytical – factor based: • Competence: The cognitive and physical competence that a job requires. This can include further classification into requirements for knowledge obtained by education or experience, cognitive skills, initiative and independence and communication skills. This competence may, for instance, consist in experience, training and education, but there may also be requirements for physical skills. • Responsibility: Responsibility can have many manifestations. Thus, a position in an organisation chart can reflect a defined responsibility in a job in an organisation. Responsibility is often classified into, e.g., responsibility for personnel and human resource management, responsibility for finances, responsibility for assets and equipment and responsibility for people’s well-being. • Strain: Strain generally refers to both the mental and physical strain entailed by the job. • Working conditions: Under consideration here are factors in employees’ working environment, such