Valerie Michelle Garcia’s Post

[📰 Press coverage] In Italy, as in many parts of the world, the gender pay gap remains a complex and deeply ingrained issue. Implementing policies that promote gender equality in the workplace, such as recruiting and career policies, equal salaries rules and equal parental leave, seems crucial in closing this gap. While it's encouraging to witness some Italian companies embracing these initiatives, challenges persist. In a recent interview by Ius Laboris, our Partner Aldo Palumbo had the privilege to delve into the complexities surrounding the gender pay gap alongside Sophie Maes from @Claeys & Engels: https://lnkd.in/eskac3ec #GenderEquality #DiversityandInclusion #GenderPayGap

New Law in Brazil Promotes Gender Equality in the Workplace The Brazilian government has taken a significant step towards achieving gender equality in the workplace by implementing Law 14611. This new legislation, which amends the Brazilian Labour Code, aims to promote equal pay for equal work and eliminate gender-based discrimination in salary practices. The law also emphasizes the importance of salary transparency and introduces measures for inspection against discrimination. Read More👉 #Brazil #GenderEqulity #LaborLawChanges

"Currently, SMEs may have difficulties if they are not able to assume that the labor market is advancing and is subject to changes in its conception and development. If they try to maintain the traditional barriers, rejecting gender equality or diversity in the different jobs, not admitting that they must offer decent wages, or that the co-responsible conciliation or flexible working hours is not only a requirement of the worker, but also a way to increase their productivity, in this case their hiring options will be difficult. On the other hand, most SMEs require a cultural change that eliminates the horizontal segregation of jobs and the excessive presence of women in some positions or men in others" - says Ana Belén Barqueros Jiménez, Head of the Women’s Secretariat at the General Union of Workers (UGT) Region of Murcia in our interview with her. Read the full interview here: https://lnkd.in/ekpHfNF5 #cluster #collaboration #capacitybuilding #genderequality #mainstream #smesupport #innovation #genderbalance #community #project #europeanunion #gender #erasmusplus #erasmusplusproject #womeninclusters #productivity Raquel Ortega Martínez Francisco José Melero Muñoz Audrey Demore Christine ANDRE Claire Morandeau Alexandre IACCONI Lisa Besnard Xavier Roy Lucia Seel Mirela Greti Puiu

This is a really good analysis on Labour's current position on trans people: https://lnkd.in/excviKFb #labour #transgender #trans #transrightsarehumanrights #transrights

Today is Equal Pay Day, marking the 56 additional days from the end of the financial year women must work to earn the same average pay. On average, women in Australian earn 13.3% less than men. This is called the gender pay gap. Workplace Gender Equality Agency . . ID: A photo of the Hollywood sign with the D missing. Underneath it, text reads "What's missing matters. And yet, on average, women are paid 13.3% less than men in Australia. The size of the gender pay gap means it will take an extra 56 days of work for women to earn the same average salary as men. How many extra days do women need to work in your industry before they reach Equal Pay Day?"

A year ago we partnered with Next 100 Years to research and co-author a paper on the gender pay gap that exists across the legal profession. The research found that we are 86 years away from closing the pay gap in law. You can find a copy of the research here: https://lnkd.in/eJQEbcGv I am excited about adding depth to this conversation by joining the Women in Law conference in Vienna next week. We'll be kicking off with a panel on Eliminating the gender pay gap – call to action. Nobody wants to wait centuries for equal pay. How can the legal professions increase pay transparency and effect lasting change? More courageous steps are needed now to close the gender pay gap. The Women in Law Initiative LexisNexis Risk Solutions XpertHR Gapsquare #genderpaygap #payequity

Join us for an insightful webinar as our legal experts, Simon Kerr-Davis, Marta Pereira, Yukiko Hitzelberger-Kijima, Jennifer Granado Aranzana and Fériel Aliouchouche, explore the global landscape and key requirements of the EU Pay Transparency Directive. The focus on pay transparency has gained momentum globally, with significant strides in addressing the gender pay gap. The introduction of the EU Pay Transparency Directive is a bold step towards pay equality but with these changes come increased legal and reputational risks. We'll also discuss the far-reaching changes that the Directive will bring about in key EU jurisdictions including France, Germany, and Portugal. It's crucial for companies to understand and prepare for these changes. Don't miss this opportunity to stay ahead of the curve. #Linklaters #LinklatersBelgium #EUlaw #PayEquity #PayTransparency #GenderPayGap #PayEquality

From 27 Feb 2024, WGEA will publish the gender pay gap for private employers with a workforce of 100 or more employees. “The change is the result of amendments to the Workplace Gender Equality Act 2012 passed by Federal Parliament in March 2023. Employers are encouraged to read about these changes in [WGEA’s] extensive guide to the understanding the WGEA reforms as they include additional requirements for employers starting from late 2023. The process of publishing employer gender pay gaps will happen in stages, due to the way the legislation was designed. This website page contains all the details about how and when WGEA will publish employer gender pay gaps.” Learn more here: https://lnkd.in/gSRP6EHx

Linklaters in the media | Mind the (Gender Pay) Gap #Podcast The EU Pay Transparency Directive, set for adoption in June 2023, is a significant move toward gender pay equality, imposing comprehensive obligations on employers, with strong enforcement measures. Our #Employment & #Incentives experts examine the effects of the Directive and discuss preparation strategies for businesses.  Moira Guitart, Head of Employment at Linklaters Spain, provides a summary of the current position on pay transparency and equal pay in Spain. She mentions that, despite not many gender pay gap reporting requirements in Spain yet, equal provisions already exist and all employers must keep a salary record broken down by professional categories and gender. Also, companies with 50 or more employees are mandated to negotiate and register equality plans which must include a pay audit to identify potential gender gaps and lay out measures to close those gaps. You can't miss it! Listen to it here 👇 Plus, explore more episodes from the "Mind the (Gender Pay) Gap" series at this link: https://lnkd.in/eqWbpNxp #LinklatersOneTeam #LinklatersDreamTeam

The Importance of Gender-Neutral Laws in India: A Step Towards Equality.   As we progress towards a more inclusive and equitable society, the significance of gender-neutral laws cannot be overstated. In India, where traditional gender roles have often dictated legal frameworks, there is an urgent need to re-evaluate and reform laws to ensure they cater to all individuals, irrespective of gender.   Why do Gender-Neutral Laws Matter?   1. Promoting Equality: Gender-neutral laws ensure that all individuals are treated equally under the law. By eliminating gender-specific language and provisions, we can create a legal environment that does not discriminate based on gender, thus fostering equality.   2. Addressing Biases: Many existing laws inadvertently perpetuate gender biases and stereotypes. Gender-neutral laws help in dismantling these biases, ensuring that justice is not influenced by preconceived notions about gender roles.   3. Inclusivity: In a diverse society like India, it is crucial that our legal system recognizes and includes all gender identities. Gender-neutral laws ensure that the rights and protections afforded by the law are accessible to everyone, including non-binary and transgender individuals.   4. Modernizing Legal Frameworks: As societal norms evolve, so must our laws. Gender-neutral laws reflect a modern, progressive approach to legislation, aligning legal practices with contemporary understandings of gender and equality.   Key Areas for Reform:   1. Marriage and Family Laws: Reforming laws related to marriage, adoption, and family to be gender-neutral can ensure equal rights and responsibilities for all individuals, regardless of gender.   2. Workplace Equality: Gender-neutral employment laws can help address issues of discrimination and harassment more effectively, creating safer and more equitable workplaces.   3. Criminal Justice: Ensuring that laws related to sexual harassment, assault, and domestic violence are gender-neutral can provide better protection and justice for all victims, irrespective of their gender.   4. Healthcare and Education: Gender-neutral policies in healthcare and education can ensure that services and opportunities are equally accessible to everyone, promoting overall well-being and development.   It is time for India to embrace gender-neutral laws, ensuring that our legal system upholds the principles of justice and equality for all. Let’s work together to advocate for these essential changes and create a more inclusive future.   I invite my fellow legal professionals, students, and advocates to share their thoughts and experiences on this crucial issue. How can we collectively push for gender-neutral legal reforms in India?   #GenderNeutralLaws #Equality #InclusiveLaw #LegalReform #India #JusticeForAll #LawStudents #SymbiosisLawSchool #ProgressiveLaw