Evróputilskipun um gagnsæi í launum | Sækja rafbók hér.
Leiðarvísar - Launajafnrétti, launagagnsæi og jafnrétti á vinnustað
Við höfum tekið saman leiðarvísa um launajafnrétti, launagagnsæi og jafnrétti á vinnustað eins og leiðarvísi fyrir tilskipun Evrópusambandsins um launagagnsæi, Starfaflokkun 101 og Hvað er launajafnrétti. Við erum sífellt að bæta nýjum leiðarvísum í safnið, og þeir henta öllum- hvort sem þú ert að stíga þín fyrstu skref í launajafnréttismálum eða ert nú þegar sérfræðingur í þessum málum.
How to transpose the EU pay transparency directive into national law? A team of experts, including our own Margrét Bjarnadóttir, provide guidance on how nations might balance effectiveness and ease.
To help companies navigate the evolving landscape of Canada’s Pay Equity act and local laws, PayAnalytics is offering a free e-book. It covers pay equity and pay transparency requirements in Canada, both at the federal level and province by province.
Pay equity falls under the “S” in corporate social responsibility (CSR) and environmental, social and governance (ESG). In Part 1 of this two-part blog, we talked about some best practices for talking about pay equity in CSR/ESG reports and other external communications. Now in Part 2, we’ll focus on some great real-life examples that we can learn from.
As a critical social issue, pay equity falls under the “S” in corporate social responsibility (CSR) and environmental, social and governance (ESG). So how can you best address pay equity in CSR/ESG reports and other external communications? This two-part blog talks about some best practices and provides plenty of examples.
Just a few years ago, pay questions from your boards would’ve been reasonably straightforward: Did we conduct a pay equity study? What were the results? Now, they want more detailed information about results, best practices and benchmarks, and strategic plans. We explore how to address those questions in this article.
Consider this your quick-start guide to the EU Pay Transparency Directive. In this article, you'll learn more about what the Directive is, how it protects employees from pay discrimination, who it applies to, its pay transparency and pay equity requirements, equal pay for work of equal value, and other key concepts.
At some point (the earlier, the better), your company may need to define or redefine your compensation structure. Maybe the criteria for determining pay in the past weren’t clearly documented, or they were inconsistent across departments. Or maybe they’ve just been around so long that they no longer reflect your organization's current values.
Italy’s gender equality certification was introduced in 2022 to help improve indicators of gender equality. To help employers understand the benefits of and requirements for certification, we wrote a short e-book that is available as a free download.
Introduced in 2022 to cultivate diverse and inclusive workplaces, this certification program is totally voluntary and comes with financial benefits.
Learn about pay equity, why it’s important, where the pay gap comes from, how companies can start closing it, and much more. We continually update this page with fresh resources.
The European Parliament approved the new EU Pay Transparency Directive on 30 March 2023. This directive will prompt major changes in the way companies talk about their pay structures and in the information they report publicly. Member states have 3 years to transpose the directive into national legislation.
It’s becoming more urgent for companies to take action on pay equity. This shift is driven by new legislation and by increased awareness on the part of both consumers and employees. You can begin your journey by collecting employee data, grouping similar employees, and running a pay equity analysis. This article tells you how.