{"id":10926,"date":"2018-03-13T09:14:25","date_gmt":"2018-03-13T09:14:25","guid":{"rendered":"http:\/\/progresomicrofinanzas.org\/?p=10926\/"},"modified":"2018-03-21T09:44:22","modified_gmt":"2018-03-21T09:44:22","slug":"10926","status":"publish","type":"post","link":"https:\/\/www.fundacionmicrofinanzasbbva.org\/revistaprogreso\/en\/10926\/","title":{"rendered":"Equal opportunities and gender equality"},"content":{"rendered":"<div class=\"pdfprnt-buttons pdfprnt-buttons-post pdfprnt-top-right\"><a href=\"https:\/\/www.fundacionmicrofinanzasbbva.org\/revistaprogreso\/en\/wp-json\/wp\/v2\/posts\/10926?print=pdf\" class=\"pdfprnt-button pdfprnt-button-pdf\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/www.fundacionmicrofinanzasbbva.org\/revistaprogreso\/wp-content\/plugins\/pdf-print\/images\/pdf.png\" alt=\"image_pdf\" title=\"View PDF\" \/><\/a><a href=\"https:\/\/www.fundacionmicrofinanzasbbva.org\/revistaprogreso\/en\/wp-json\/wp\/v2\/posts\/10926?print=print\" class=\"pdfprnt-button pdfprnt-button-print\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/www.fundacionmicrofinanzasbbva.org\/revistaprogreso\/wp-content\/plugins\/pdf-print\/images\/print.png\" alt=\"image_print\" title=\"Print Content\" \/><\/a><\/div><p><span style=\"font-weight: 400;\">In April last year a law came into force in Iceland to eliminate the wage gap between men and women in companies with more than 250 employees, who are required to publish an annual report on their wage structure, with a breakdown by individuals and gender.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Together with this law, which we discussed in<\/span><a href=\"http:\/\/progresomicrofinanzas.org\/en\/information-about-the-gender-wage-gap\/\"> <span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">issue 11<\/span><\/a><span style=\"font-weight: 400;\"> of <\/span><i><span style=\"font-weight: 400;\">Progreso<\/span><\/i><span style=\"font-weight: 400;\">, at the beginning of this year the Law on Equal Rights for women and men was passed, in order to establish and maintain equal opportunities and thus promote gender equality in all areas of society, through methods such as the following:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Defining and approving policies and decision-making in all spheres of society that bear gender equality in mind,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Improving the position of women and promoting their opportunities in the labor market,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Promoting a reasonable work\/life balance,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Increasing education and awareness about gender equality,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Analysis and research on gender equality,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Combating wage and other forms of gender discrimination in the labor market, gender violence and harassment, and<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Fighting negative stereotypes about women\u2019s and men\u2019s roles.<\/span><\/li>\n<\/ul>\n<p><b>Gender institutions<\/b><\/p>\n<p><span style=\"font-weight: 400;\">In the first place, the law has created a number of institutions (Gender Equality Center, Gender Claims Committee, Gender Equality Council and Gender Equality Forum) responsible for: i) overseeing the enforcement of this law in all spheres of society, ii) defending the interests of those people affected by breaches of the law and who make complaints, iii) ensuring that people have the opportunity to express and defend their interests on gender issues, and iv) driving forward gender equality, especially in the labor market, and a reasonable work\/life balance, among others.<\/span><\/p>\n<p><b>Wage equality<\/b><\/p>\n<p><span style=\"font-weight: 400;\">The law focuses particularly on wage equality and sets out that women and men who work for the same employer must have the same wages and conditions (determined using the same criteria) for the same or equivalent jobs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It also requires all those companies and institutions with at least 25 employees to acquire a governmental certificate confirming that their wage equality policies meet legal requisites, after submitting to an audit carried out by the certification body. This body must report to the Gender Equality Center on the certificates it has granted and on those instances where it has not been possible to award them, presenting a report with the reasons and results obtained. The certificate must be renewed every three years.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Gender Equality Center will keep a record of companies and institutions that have obtained the certification and will display this in an accessible place on its website. The record should contain information that includes: i) the names of the companies or institutions, ii) their tax numbers and addresses, iii) whether the company or institution has received certification, and iv) how long the certificate will remain valid. It will also keep a record of those companies and institutions that have not received the certification.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the provisions in the regulation are breached, the Gender Equality Center will have the power to instruct the company or institution to take appropriate corrective measures within a reasonable time, or else face a monetary fine.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Iceland has taken another step with this law towards gender equality, becoming the first country in the world to demand that companies pay employees carrying out the same functions equally, independently of their gender, race, sexual orientation or nationality. \u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In April last year a law came into force in Iceland to eliminate the wage gap between men and women in companies with more than 250 employees, who are required to publish an annual report on their wage structure, with a breakdown by individuals and gender. Together with this law, which we discussed in \u00a0issue [&hellip;]<\/p>\n","protected":false},"author":30,"featured_media":10924,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"tags":[3028,3031,2989,466,603,1933,2034,3030,3024,3023,3029,411,2965,3025,3026,3027],"class_list":["post-10926","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","tag-awareness","tag-certification","tag-equal-opportunities","tag-equality","tag-fairness","tag-gender-equality","tag-iceland","tag-labor-market","tag-opportunities","tag-rights","tag-stereotypes","tag-transparency","tag-wage","tag-wage-equality","tag-wage-fairness","tag-worklife-balance","numero-14-en","seccion-published-and-draft-legislation-corporate-governance","pais-iceland"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ 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