Who will work for free from January 1 to February 11? We all know the answer: nobody. In a fair world, a person should only work if they are paid, but labor market distortions often tell a different story. Over the years, to show the far from abstract impact of the gender pay gap, a trick has been found: the number of weeks women work for free is calculated by comparing their wages to those of men. The result always makes you think. This time, based on the latest JobPricing Observatory report, it appears that inin Italy it is as if women workers only started getting paid on 11 February, despite regular work since the beginning of the year.
In 2021, as he explains RepublicThe gender pay gap, calculated on the basis of gross annual wages in the private sector, was 11.2% (€3,500) and is increasing to 12.2% (€3,800), including the variable part. Pay differential, explains Nicole Boccardini of IDEM, a university startup owned by the Marco Biaggi Foundation and JobPricing itself: “slightly worse than in 2020“In fact, there was a deviation of one percentage point, which shows that, despite the partial recovery of employment and the PNRR measures, the results are coming slowly.” “On the other hand,” Boccardini explains. Republic, “factors that determine the pay gap, such as education level, education, career path, functional area, or the sector in which a person works, explain only part of the broader problem of the gender gap.” Consideration should also be given to the weight of caregiving, the resulting role of fathers in families, the lack of equal parental leave, and the sexist cultural heritage that supports the so-called glass ceiling.
To try and make a difference in Italy, various tools and incentives have been created in recent years. PNRR in Mission 5 stressed the importance of reducing disparities, allocation of 9.81 billion euros for the development of social inclusion policies. With the so-called Gribaudo Act of 2021, the obligation to draw up a biennial report on the composition of the workforce was extended to companies with 50 employees, incentives were provided for those certified for gender equality, and Dpcm established six areas of analysis for the report card: culture and strategy, management, HR processes, opportunities for growth and integration, fair remuneration, protection of parental rights and work-life balance. Added to this is a Department of Labor ruling on tax credits offered to those who are certified before the end of the year. Let’s wait to see how 2023 goes to redo the point.
Source: Elle