WITA GPG

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With Innovative Tools Against Gender Pay Gap – WITA GPG (2014-2016)  

Funded by:

European Commission - JUST/2013/Action Grants - Specific Programme "Progress" (2007-2013) Section 5–Gender Equality (No 4000004929)

Duration:

1 December 2014 - 1 December 2016

Goal of WITA GPG:

The aim of WITA GPG is to create unique information that supports trade unions in all 28 EU countries plus Turkey to negotiate Collective Bargaining Agreements that positively impact on the gender pay gap, and heightens the awareness of the general public of why the gender pay gap exists and how it can be decreased. WITA GPG shares and compares information on wages, labour law and career in EU-28 plus Turkey.

Countries of Action:

All 28 EU countries plus Turkey - outreach 21 million people.

Key Activities of the Project:

 

1. Analytical Activities

Data on the GPG in EU-28+Turkey will be collected from the WageIndicator web survey on work and wages, concentrating particularly on monetary and non-monetary allowances, such as extra pay, bonuses, payments in kind, social security contributions and entitlements, pay arrears, and other relevant data not available through Eurostat. This data will be analysed and reports and tools will be made for trade unions and the general public.
 

2. Mutual Learning, Exchange of Good Practices and Cooperation

Focusing on 3 countries, research reports will be shared and in a series of meetings possible clauses for collective bargaining agreements will be developed. The results will be shared with the European trade union movement through meetings and publications.
 

3. Awareness Raising, Information and Dissemination

Tailor made press releases will inform the media in all 29 countries of the results of the project. Social media strategies will pull the general public to the websites. Local media will pick up and reproduce the press releases. Focusing on the trade union movement and the general public, web tools and individual feedback forms will make the GPG a very real issue for all visitors.

 

Lead Partner:

Partners:

Associate partners:

Website:

 29 WageIndicator websites in Europe and Turkey

Publications:

Flyer Explanation of the WITA project 

Link to all 30 WageIndicator Websites related to WITA GPG

Fair treatment Law in Europe and Turkey - WITA GPG (2015). University of Amsterdam / AIAS (NL), Wageindicator Foundation, CELSI (SK), MSZOSZ (HU). May 2015 (EN)

Borbély. S. (2015). 10 Gender Pay Gap Clauses in Collective Agreements - WITA GPG (HU). August 2015 (EN)

Borbély. S. (2015). Inventory of Trade Union - Gender Pay Gap Policies and Activities in EU 28+1 countries  - WITA GPG (HU). September 2015 (EN)

Tijdens, K.G., & Van Klaveren, M. (2015). WITA GPG - Methodological report. Analysis of the WageIndicator web survey data collection. University of Amsterdam / AIAS, Amsterdam. November 2015 (EN)

Tijdens, K.G. (2016). Analysis of the gender pay gap in monetary and non-monetary allowances and bonuses. Amsterdam Institute for Advanced Labour Studies (AIAS). WageIndicator Foundation, Amsterdam.

Magyarország: a nők és férfiak bére közötti szakadék - WITA GPG - Hungary country case - 2016 - HU

Hungary Country Case - EN

Borbély, S. (2016). Spain Country Case: Gender Pay Gap (GPG)

Borbély, S. (2016). Netherlands Country Case Gender Pay Gap (GPG) 

Borbély, S. (2016). GPG clauses in collective agreements, including summaries of the discussions in the trade unions. Report 2016. WITA GPG project. WageIndicator Foundation, Amsterdam.

Press releases:

Gender Pay Gap in Europe - some examples.

Although fair treatment legislation is ok, gender pay gap in European countries is up to 20 % - January 2015

Werkende moeder betaalt hoge tol voor moederschap  -  September 2, 2015

Comunicato stampa - Come ridurre il divario salariale di genere con l'aiuto delle nostre 39 Domande e Risposte  - December 8, 2015

Gratis testen die de loonkloof verminderen in Belgie - January 2016

Gender pay gap widens in the UK as one climbs in hierarchy of business - April - 2016

Vrouwen in zorg en onderwijs verdienen stukken minder dan mannen - May 2016

Prävention sexueller Belästigung weltweit im Mittelpunkt - June 2016

Highly educated men earns more than women in the same jos, women in low skill jobs earn more than their male peers - August 2016

Gender pay gaps in secondary working conditions found across the EU  - September 2016

Gender gap gaps across the EU, but Slovenian and Polish women show the way out - November 2016

Best clauses from Collective Agreements to help vulnerable workers throughout the EU - November 2016

The total outreach through WageIndicator websites, FaceBook pages, TV, radio, Newspapers, Magazines, Websites: 52.7 million in the period December 1, 2014 - December 1, 2015, In the period December 1, 2015 - december 1, 2016 57,7 million. The total reach in this Eurpean wide Gender pay Gap project is more than 110 million.

Events:

Model Collective Agreement

Videos

Total outreach during the project

  • Dec 2014 - Dec 2015    Outreach

Visits on WageIndicator websites in EU plus Turkey:12,832169
Facebook - shares, likes, outreach: 25,966
Media outreach - TV, radio, newspapers, websites: 39,829672
Total outreach (websites, Facebook, Media): 52,687,540

  • Dec 2015 - Dec 2016    Outreach

Visits on WageIndicator websites in EU plus Turkey: 19,444704
Facebook - shares, likes, outreach: 26647
Media outreach - TV, radio, newspapers, websites: 38,291027
Outreach Newsletters 2016: 4569
Total outreach (websites, Facebook, Media): 57,766,947

The total outreach for the project period of 2 years: 110,454,487

Policy Assessment  of implemented activities by the EU Commision (20170823)

  • The project’s strengths lie in its breadth of scope: an extensive  ​amount of data collection and analysis was carried out across​ ​EU28 + Turkey, and the analysis went beyond the gender pay​ ​gap to also measure potential gaps in expense compensation, annual allowances, bonuses, insurance and pension schemes. Moreover, the project results were very widely disseminated and achieved more outreach than initially anticipated. While some of the deliverables were of a sub-standard quality and had to be removed, the overall results remain strong; in particular, the set of clauses on the gender pay gap, which have the potential to make a real impact in collective bargaining to improve women’s position in the workplace. This is a succesfull project with a good level of implementation and an impressing data collection and outreach.

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