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The minister wants to see tougher measures against the wage gap

so Far it has been quite easy for companies to get away from gender equality in the workplace. Recently published union Union a study which showed that half of

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The minister wants to see tougher measures against the wage gap

so Far it has been quite easy for companies to get away from gender equality in the workplace. Recently published union Union a study which showed that half of all service companies in Sweden lack an effective work for equal pay.

Employers have passed away since the discrimination ombudsman, DO, has not been able to examine all companies. In addition, the threats and sanctions have not been particularly serious. If DO have discovered that a company has not been engaged in active work against discrimination, the company has received a request to change themselves. It is only if they not have acted as they have been required to pay a penalty.

, desire, or time to engage in gender equality work can thus continue to ignore it – to the day DO tap.

– A vitesordning is less effective than a sanction attached to a violation, " says Martin Dark, head for the DO's processenhet and expert in the earlier investigation ”Better protection against discrimination”.

What DO want now is to directly punish an employer who has not done their job to fight discrimination, without first having to take contact and vitesbelägga.

– A common sanction is a penalty that comes in when you have not done so you should. There is a variety of legislation where the sanction itself is a deterrent from the beginning. For example, you can compare with the GDPR: If a business does not handle personal data correctly, you will get punished directly. No one comes first and says that you must now handle your personal data correctly, otherwise a penalty of a fine.

towards the GDPR can amount to millions of dollars. How big a penalty would be for non-gender mainstreaming is far from clear. One idea is that there would be a certain per cent of the turnover.

gender equality Åsa Lindhagen would also like to see more effective sanctions:

– There is a responsibility on all employers to take active measures to prevent discrimination. For example, it can be discrimination based on wages between women and men. What we should be looking at is what it is for penalties against employers who do not do this, " she says and stresses.

– We need to have more powerful tools, " she says.

In the fall, just before the election,, the government decided to appoint a committee of investigation. Since then, the protracted formation of the government delayed the appointment of the investigator, but it will be in a few months. In addition, there may be additional directives when everyone involved in the januariöverenskommelsen said its.

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