Employment terms

One of the main demands of BSRB is that people can live off their wages. It also applies to transfers, such as benefits and tax burden.

BSRB demands that the wage differences between the public and private sectors be balanced according to an agreement on pension issues from September 2016. Wage surveys have shown that wage differences between markets is around 17%. BSRB places great importance on reaching a conclusion on the basis of the agreement and that special pay adjustment guarantees be established with the main purpose of ensuring consistency in wage developments between the private and public sectors after equality has been achieved.

In the opinion of BSRB, it is the priority of the authorities, employers and the trade union movement to ensure wage equality irrespective of status with respect to disability, reduced work capacity, age, sexual orientation, sexual expression, sexuality, gender, race, religion, language, residency, political views, ethnic origin, social position or financial position.

Reassessment of work carried out by women

60 years after wage equality was enacted by law, women still face wage inequality. National and foreign studies have shown that a gender-differentiated labour market is the main reason for gender-based wage differences. Over the past years, much has been achieved in the work against gender-based wage differences. The focus has been on correcting wage differences within workplaces, e.g. by using the equal pay standard. Although beneficial, the equal pay standard is not a tool that tackles the fundamental gender inequality which remains present in our society. The standard does not correct the undervaluation of women’s professions across industries and workplaces. The focus must thus be directed at correcting wages in women’s professions based on their actual value and the value creation generated by those jobs.

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