Measuring the Gender Pay Gap
We adapted the analytical tool Logib for the environment of Czech labour law. This tool was developed and used by the Swiss Federal Government through the Federal Office for Gender Equality and is used by other European countries. Using it, employers have the opportunity to find out how much difference in the remuneration of women and men there is in their own organization. Currently, 15 employers are undergoing the analysis.
The Technology Agency of the Czech Republic, which is in charge of testing the suitability of applicants for grant support, gives with a higher score to applicants who are using the Logib tool. This cooperation started in 2019, is successful, and will be further developed.
The online Wage and Salary Calculator tool provides information on wage and salary levels in specific sectors, industries, positions and regions, based on individually-entered characteristics including years of experience and education.
Education and Awareness
In cooperation with the State Labour Inspectorate, a Methodology for the Control of Equal Remuneration for Women and Men is being developed and tested. Thirty inspectors of the State Office of Labour Inspection and Regional Labour Inspectorates completed training focused on equal opportunities for women and men and the legal context of equal pay and discrimination. Education continues to be provided in the form of e-learning.
Twenty methodologists as well as another 20 managers of the Labour Office of the Czech Republic were trained in the topic of equal opportunities for women and men and in the legal context of equal pay and discrimination. Education continues to be provided in the form of e-learning. A pilot proposal „Methodology for the work of gender methodologists of the Labour Office of the Czech Republic“ (only in Czech language) was created and is currently being tested in three regions of the Czech Republic – Hradec Králové, Olomouc and Ústí nad Labem.
Informational and awareness campaigns have taken place mainly through electronic media and have focused on both the general and professional public. Thematic annual conferences, roundtables and expert debates are held; the project is regularly publishing on social networks and in the media. In 2020, the 22% TOWARDS EQUALITY project was a partner of the Equal Pay Day conference dedicated to the gender pay gap.
Analyses, Research and Publications
The project 22% TOWARDS EQUALITY produced two extensive analytical reports, „Current differences in remuneration of women and men in the Czech Republic: In-depth analysis of statistics and international comparisons“ and „Differences in remuneration of women and men in the Czech Republic: Workplaces, employment, equal work and breakdown of factors“. Their main finding is the new statistical data that there is a 11% difference in the remuneration of women and men in the Czech Republic for the same work at the same workplace.
The research „Equal remuneration of women and men in the experience and opinions of the Czech Public: Public opinion research“ was also carried out (only in Czech language).
In cooperation with the Czech-Moravian Confederation of Trade Unions, the Confederation of Industry and Transport of the Czech Republic, the Confederation of Employers‘ and Entrepreneurs‘ Unions of the Czech Republic and the Union of Employers‘ Unions of the Czech Republic, the social partners‘ position report „Social dialogue on equal remuneration for women and men“ was created (only in Czech language). Among other things, the publication presents concrete suggestions of provisions in collective agreements that could contribute to improving the position of women in the labour market and to fairer remuneration.
The Deloitte company, in close cooperation with the project team, created a „Comprehensive analysis of the possibilities of legislative benefits for employee organizations applying gender equality policy in practice and other changes and measures to ensure equal pay for women and men in the Czech Republic“ (only in Czech language). Its conclusions will be taken into account in the Action Plan for Equal Remuneration for Women and Men, which will also include measures to promote transparency.