#International equal pay day free

The former, such as universities, are quite open about their employees’ salaries and information is accessible on their internal websites, also specified by gender. In Sweden, the situation differs between public and private institutions. However, even though remuneration is discussed among colleagues, the conversation is often kept quite superficial and loose without discussing salary composition or benefits. Following this impulse, also data regarding the pay gap in various Lithuanian universities were published for the first time this year. Similarly, in Lithuania starting from April 2021 The State Social Insurance Fund (SODRA) publishes data on average women's and men’s earnings for all organizations with more than 8 employees. In the United Kingdom, companies with more than 250 employees have a legal obligation to publish information about the median pay for their staff, but to preserve personal privacy, they have to keep the individual wages confidential. We asked our project ’s partners whether it is taboo to discuss payments among female and male colleagues in the HEIs and RPOs and if there are any policies in place, either within their institution or at the national level, that allows employees to ask about this information. This is what we found out. One way to breach this gap is to talk more openly about wages and bonuses and start the conversation within the working places and among colleagues, uncomfortable as it might be at first. Is it taboo to discuss payments in higher education in Europe?

Our campaign #BeOpenAboutPay contributes to the above objectives.

#International equal pay day free

Additionally, if female and male colleagues are allowed and feel free to discuss this topic. Together with the GRANteD project, we decided to go beyond the official data and discover if there is real transparency in salaries and bonus systems in academia. For example, the latest available data show that the average gender pay gap in the European Union is still 11,2% and in the OECD it reaches 12,5%. The 5 th of the UN Sustainable Development Goals (SDGs) – gender equality and women empowerment – addresses the right of women to work under decent conditions and receive the same retribution as their male counterparts for the same amount of work.īut beyond the official declarations of intents and the global support for gender equality, there are still many steps to take before achieving complete equality.