“There is a lot of talk and little about equal pay in Portugal”
“FThere is a lot of attention and little for equal pay between women and men in Portugal, “accused, in a statement, this body of the CGTP, causing inequalities” are more glaring when comparing the average monthly earnings, which include, for in addition to the base salary, the payment of overtime work, bonuses and other supplements”.
The CGTP Commission for Equality between Women and Men (CIMH) emphasizes that women continue to be discriminated against at work, that they are the main causes of precariousness and low prices, they have more difficulties in accessing and developing their careers and how to obtain their qualifications. they are undervalued, which translates into their lifelong impoverishment, with lower pay, social benefits and pensions.
“Women, recognized for their professional skills, cannot continue to be discriminated against in salary (14%), defended a commission in the statement issued to mark the national day of equal pay.
For CIMH “it is unacceptable that the difference between the global average remuneration of women and men, regardless of the weight they have within each sector of economic activity, profession, level of professional qualification, level of educational qualification and seniority in employment, be 17% against women”.
“There is no progress and wage equality with policies that promote and encourage such inequalities and social injustices”, he considered.
This CGTP structure also defends that “equal pay and the constitutional principle of equal pay for equal work or equal value must no longer be treated by the Government and employers as a ‘slogan’ and become assumed as a national objective with its consequent realization in the workplace”.
For this reason, the Commission for Equality between Women and Men of the CGTP-IN calls for an integration in the negotiation and collective contracting of measures to promote and safeguard equal pay, with recourse, in particular, to increased wages to eliminate existing inequalities and eradicate direct and indirect discrimination and stereotypes that still exist between men and women.
The effective fulfillment of contractual and legal guarantees and rights, as well as compliance with working time and bonuses (attendance, productivity or others), so that the rights of maternity and paternity, family assistance and reconciliation are enforced , without employer penalty, are other features of the CIMH.
The commission also defends the implementation of public policies for equality at the level of schools and the guarantee that official statistics, namely Social Security, provide information disaggregated by sex, to measure and monitor the effects of wage discrimination between women and men throughout life and, in particular, in old age.
The CIMH claim also requires the intervention of inspection entities to combat direct and indirect wage discrimination, with “a more efficient and punitive inspection action by offending employers and the disclosure of reports by sector of activity, which expresses the evolution in relation to to equal pay between women and men”.
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