plenary session

DORNEANU, Valer (RO)

PETER-HANSEN, Kira Marie (Greens/EFA, DK)

RAFAELA, Samira (Renew, NL)

Trilogue on Pay Transparency: arrivals and roundtable (09.00) and statements by Samira RAFAELA (Renew, NL) and Kira Marie PETER-HANSEN (Greens/EFA, DK), co-rapporteurs (12.00-12.30)

Arrival of Kira Marie PETER-HANSEN (Greens/EFA, DK), Co-rapporteur and handshake with Martina STEPANKOVA, Czech Deputy Minister for Labour and Social Affairs

Arrival of Samira RAFAELA (Renew, NL, Co-rapporteur

 Kira Marie PETER-HANSEN (Greens/EFA, DK), Co-rapporteur and Irena MOOZOVA, Director DG Justice

Samira RAFAELA (Renew, NL, Co-rapporteur and Irena MOOZOVA, Director DG Justice European Commission

SOUNDBITE (English), Kira Marie PETER-HANSEN (Greens/EFA, DK), Co-rapporteur, You can now have like the personal information and the right to information. You can also see the gender pay gap within a company if you work in a company with a certain size. And we've also strengthened the possibility to to take claims to court. I think this will hopefully help reduce the pay gap.

SOUNDBITE (English), Kira Marie PETER-HANSEN (Greens/EFA, DK), Co-rapporteur, The additional obligations will be the companies with a size of 100 or above when it comes to workers will need to report on pay for all companies. You need to do a gender objective criteria when you assess the value of a job and you need to provide information to all workers on their pay levels and how they can get more information about how their pay is calculated.

SOUNDBITE (English), Samira RAFAELA (Renew, NL), Co-rapporteur, The gender pay gap is a very stubborn problem. So in some member states we speak about an average of 13%, but we even have examples of a gender pay gap of 25%. So it's just too high. And we hope with this new directive that we can close the gender pay gap as soon as possible by giving people the right to information.

SOUNDBITE (English), Samira RAFAELA (Renew, NL), Co-rapporteur, So what we see is that female workers are being discriminated and it is very important that they receive the right to information so that they can ask about the salary pay level that they receive. And that is part of their job. So we give them the right information so that they know whether they are being paid on an equal level compared to their male colleagues.

SOUNDBITE (English), Samira RAFAELA (Renew, NL), Co-rapporteur, So for the first time in history, we have now an EU directive in which we have incorporated and recognized intersectionality, also linked with penalties and a strong judicial position for workers. And we even incorporated non-binary workers and that is something very special. It never happened like that in history.

SOUNDBITE (English), Robert BIEDRO&#323; (S&amp;D, PL), Chair FEMM, Here we are, after 65 years, the real equality in these matter came true. And today's reality is that women still are not being paid fairly. The gender pay gap is 13% in the European Union. Women still are being paid less than that men. And for &euro;1, every women receives only $0.87. It's not fair. It's not equal. It's not to be tolerated. And with this directive, we change the reality for millions of women in the European Union.

SOUNDBITE (English), Drago&#351; P&#206;SLARU (Renew, RO), Chair EMPL, The Parliament has put forward an important and important provision relating to the threshold and where you apply this reporting on the pay gap. And right now, from the initial proposal of 250 employees at the threshold, we have 100 employees interest. That means more companies will need to report the pay gap and address them in order to be sure that there will not be pay gap in the end. And then in addition, the commission will assess these threshold and we may even improve it for the for the future.