Plačna neenakost med spoloma

magistrsko delo

Tanja Plevčak (Author), Darja Senčur Peček (Mentor)

Abstract

V magistrskem delu obravnavam pravne vidike problematike plačne neenakosti med spoloma s poudarkom na zakonski ureditvi načela enakega plačila za enako delo in delo enake vrednosti, njegovem uresničevanju v praksi ter nekaterih posledicah, ki jih s seboj prinese pomanjkljivo izvrševanje oziroma neizvrševanje načela. Plačna enakost moških in žensk je ena od temeljnih vrednot in ciljev tako na evropski kot mednarodni ravni. Kljub številnim zakonodajnim aktom, ki na evropski, mednarodni ter nacionalni ravni določajo enakost spolov ter konkretneje - plačno enakost, se v Evropski uniji še vedno spopadamo z relativno visoko plačno vrzeljo med spoloma. Na ravni Evropske unije se kot kazalnik plačne vrzeli uporablja neprilagojena plačna vrzel (angl. Unadjusted Gender Pay Gap), ki predstavlja harmoniziran kazalnik razlik v plačah med spoloma in je podana z razliko med povprečno bruto urno postavko zaposlenih moških in žensk kot delež od povprečne bruto urne postavke zaposlenih moških. Neprilagojena plačna vrzel pomeni, da ni prilagojena v skladu z nacionalnimi razlikami v zvezi z merljivimi individualnimi značilnostmi moških in žensk, ki bi utegnile pojasniti del plačne razlike, zato prikazuje splošno stanje neenakosti moških in žensk na trgu dela. Takšne značilnosti se med drugim nanašajo na tradicijo v izbiri izobrazbe ter karierne odločitve moških in žensk, neravnovesje med spoloma pri delitvi družinskih obveznosti, sposobnost pogajanja in visoke feminiziranosti del s krajšim delovnim časom. Po drugi strani pa prilagojena plačna vrzel kljub temu ne pojasni dobršnega dela plačne razlike med spoloma, kar je domnevno rezultat čiste plačne diskriminacije. Problematika plačne neenakosti velja za kompleksno področje, obstoj katerega tvori množica dejavnikov, kot so spolni stereotipi in poklicna segregacija, slabše vrednotenje dela žensk, slabi pogoji za usklajevanje poklicnega in zasebnega življenja, ekonomske krize, nepreglednost plačnih sistemov ter nenazadnje plačna diskriminacija oziroma nezadostno izvrševanje načela enakega plačila v praksi. V tem pogledu gre za širši pojem od koncepta enakega plačila za enako in enakovredno delo, neizvajanje katerega predstavlja zgolj enega od dejavnikov za pojav te problematike. Evropska komisija se skladno s svojimi pristojnostmi in sprejetjem številnih dokumentov že vrsto let zavzema za zmanjšanje plačne vrzeli med spoloma. S svojimi priporočili, strategijami in smernicami usmerja države članice pri pravilni uveljavitvi in uporabi že obstoječih pravil, ki se nanašajo na plačno enakost med spoloma. Prav tako je Sodišče Evropske unije skozi vrsto sodnih odločb pojasnjevalo obseg in omejitve uporabe načela enakega plačila za enako delo ali delo enake vrednosti. Kljub temu se plačna neenakost med spoloma zmanjšuje počasi, ponekod stagnira ali pa se še povečuje. Mednarodna organizacija dela celo ocenjuje, da bomo s trenutnim pristopom zmanjševanja plačne vrzeli popolno plačno enakost med spoloma dosegli šele v roku 70 let. Slovenija se uvršča med države članice Evropske unije z najmanjšo plačno vrzeljo, vendar je zaskrbljujoče to, da ravno v Sloveniji plačna vrzel narašča najhitreje. Načelo enakega plačila je sicer izrecno urejeno v delovnopravni zakonodaji, natančneje v 133. členu Zakona o delovnih razmerjih, ki je v tesni povezavi s 6. členom, v okviru katerega je prepovedana tako neposredna kot posredna diskriminacija na podlagi katerekoli osebne okoliščine, torej tudi spola in glede vseh aspektov zaposlitve, vključno s plačo in drugimi prejemki iz delovnega razmerja. Problematika plačne vrzeli pa se stopnjuje v tretjem življenjskem obdobju v obliki še večje pokojninske vrzeli, stopnja tveganja revščine starejših žensk pa je v Sloveniji med večjimi v Evropski uniji.

Keywords

načelo enakega plačila za enako delo ali delo enake vrednosti;plačna diskriminacija;neprilagojena plačna vrzel;pokojninska vrzel;učinek steklenega stropa;

Data

Language:	Slovenian
Year of publishing:	2021
Typology:	2.09 - Master's Thesis
Organization:	UM PF - Faculty of Law
Publisher:	T. Plevčak]
UDC:	349.2:331.215(043.3)
COBISS:	54631683
Views:	1219
Downloads:	167
Average score:	0 (0 votes)
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Other data

Secondary language:	English
Secondary title:	Gender pay gap
Secondary abstract:	This master's thesis deals with the legal aspects of the gender pay gap, with emphasis on the legal regulation of the principle of equal pay for equal work and work of equal value, its implementation and the consequences of the implementation or non-implementation of the principle in practice. Gender equality between men and women is one of the fundamental values and goals at both EU and international level. Despite a number of legislative acts at EU, international and national level that define gender and more specifically - pay equality, EU still faces a relatively high percentage of gender pay gap. At EU level, the Unadjusted gender pay gap is used as an indicator of the pay gap and represents a harmonized source of gender-based pay differences. It represents the difference between the average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The unadjusted gender pay gap means that it is not adjusted according to national differences in measurable individual characteristics of men and women, which could explain part of the pay gap, and therefore shows the general situation of inequality between men and women in the labor market. Such characteristics relate, among other things, to the tradition in the choice of education and career decisions of men and women, gender imbalance in the sharing of family responsibilities and the high feminization of part-time work. On the other hand, the adjusted pay gap, however, does not explain a good part of the gender pay gap, which is allegedly the result of pure pay discrimination. The issue of the pay gap is considered a complex area, the existence of which is formed by many factors such as gender stereotypes and occupational segregation, undervaluation of women's work, poor working and private life balance, economic crisis, non-transparency of pay systems and pay discrimination or lack of proper implementation of equal pay principle in practice. In this respect, it is therefore a broader concept than the concept of equal pay for equal work and work of equal value, the non-implementation of which is only one of the factors for the emergence of this issue. In line with its powers and the adoption of a number of documents, the European Commission has been working for many years to reduce the gender pay gap. Through its recommendations, strategies and guidelines, it guides Member States in the proper implementation and application of existing rules on equal pay. The Court of Justice of the European Union has also clarified through a series of judgments the scope and limitations of the application of the principle of equal pay for equal work or work of equal value. Nevertheless, pay inequality between men and women is slowly declining, stagnating in some places or increasing. The International Labor Organization even estimates that with the current approach to reducing the pay gap, full gender pay equality will only be achieved within 70 years. Slovenia ranks among the Member States of the European Union with the smallest gender pay gap, but it is worrying that the pay gap is growing the fastest in Slovenia. The principle of equal pay is explicitly regulated in labor law, more precisely in Article 133 of the Employment Relationships Act, which is closely related to Article 6, which prohibits both direct and indirect discrimination on the basis of any personal circumstance, including gender and with regard to all aspects of employment, including salary and other employment benefits. The issue of the pay gap is escalating in the third period of life in the form of an even larger pension gap and the at-risk-of-poverty rate for older women in Slovenia, which is among the highest in the European Union.
Secondary keywords:	principle of equal pay for equal work or work of equal value;pay discrimination;unadjusted gender pay gap;gender pension gap;glass ceiling effect;
Type (COBISS):	Master's thesis/paper
Thesis comment:	Univ. v Mariboru, Pravna fak.
Pages:	72 f.
ID:	12564731