Dies ist eine HTML Version eines Anhanges der Informationsfreiheitsanfrage 'Proposal for a directive on pay transparency'.




Ref. Ares(2020)2401615 - 06/05/202
Ref. Ares(2021)3535027 - 28/05/2021 0
From: 
Gaëlle Demez 
@acv-csc.be> 
Sent: 
mercredi 6 mai 2020 09:14 
To: 
 
Cc: 
; Jolien Pollet 
Subject: 
Gender Equality Strategy in EU Pay Transparency Directive  
 
Dear President, 
We are contacting you to raise with you the concern of the ACV-CSC representing 1.700000 
workers about the Commission work programme. We understand from the ETUC that the EU 
Commission is considering a plan is put the EU Pay Transparency Directive and the whole 
Gender Equality Strategy onto ice. 
We urge you to reconsider. In our assessment such an approach would be a mistake with far 
reaching consequences. 
President, you made gender equality a cornerstone of your Presidency. Binding Pay 
Transparency was one of your first 100 days comittments. Action to secure gender equality 
cannot be called into question even in times of COVID-19 crisis. Equal pay is a requirement of 
the EU Treaty, it is not a fair weather option. 
There is a strong interconnection between the EU road to recovery plan and establishing the new 
normal after Covid-19, this underscores the need forca Gender Equality Strategy. Throughout the 
EU, key workers, in sectors where the work is predominantly undertaken by women are 
underpaid and undervalued. This needs to be tackled as part of the recovery, working women 
should not be put to the back of the que to be dealt with after the recovery. 
The announced Pay Transparency Directive must go ahead and moreover must be reframed to 
tackle the root causes of inequality and undervaluing of work. Covid-19 has spotlighted how the 
unfair market-determined salaries of workers such as cleaners, retail, transport, care and 
healthcare workers have diverged from the real value that they provide to society and the 
economy. It is long past time that low-wage workers secure a permanent income boost and earn a 
fair wage with adequate benefits. 
The Pay Transparency Directive can do this by including provisions that assist workers and their 
unions to re-evaluate the pay and to secure increases that reflect the real value of the work to the 
organisations and society. Crucially it must empower unions to bargain to build a new normal 
where work that is done by women is properly valued and paid. 
This crisis will mark a new beginning. We need to remember those who are working on the 
frontlines, in services, care, cleaning, we can’t repeat what happened after the 2008 crisis when 
companies bounced back but working people and gender equality paid the price. 
I look forward to your positive response and we remain available to assist you in your 
endeavours to secure an EU where Gender Equality is a reality for all women. 

Yours sincerely 
Gaëlle Demez                                             Jolien Pollet  
Responsible for Femmes CSC
         Responsible ACV Gender 
Chaussée de Haecht 579 
1030 Bruxelles  
Dear President, 
We are contacting you to raise with you the concern of the NOM de l’association representing 
nombres de membres about the Commission work programme. We understand from the ETUC 
that the EU Commission is considering a plan is put the EU Pay Transparency Directive and the 
whole Gender Equality Strategy onto ice. 
We urge you to reconsider. In our assessment such an approach would be a mistake with far 
reaching consequences. 
President, you made gender equality a cornerstone of your Presidency. Binding Pay 
Transparency was one of your first 100 days comittments. Action to secure gender equality 
cannot be called into question even in times of COVID-19 crisis. Equal pay is a requirement of 
the EU Treaty, it is not a fair weather option. 
There is a strong interconnection between the EU road to recovery plan and establishing the new 
normal after Covid-19, this underscores the need forca Gender Equality Strategy. Throughout the 
EU, key workers, in sectors where the work is predominantly undertaken by women are 
underpaid and undervalued. This needs to be tackled as part of the recovery, working women 
should not be put to the back of the que to be dealt with after the recovery. 
The announced Pay Transparency Directive must go ahead and moreover must be reframed to 
tackle the root causes of inequality and undervaluing of work. Covid-19 has spotlighted how the 
unfair market-determined salaries of workers such as cleaners, retail, transport, care and 
healthcare workers have diverged from the real value that they provide to society and the 
economy. It is long past time that low-wage workers secure a permanent income boost and earn a 
fair wage with adequate benefits. 
The Pay Transparency Directive can do this by including provisions that assist workers and their 
unions to re-evaluate the pay and to secure increases that reflect the real value of the work to the 
organisations and society. Crucially it must empower unions to bargain to build a new normal 
where work that is done by women is properly valued and paid. 

This crisis will mark a new beginning. We need to remember those who are working on the 
frontlines, in services, care, cleaning, we can’t repeat what happened after the 2008 crisis when 
companies bounced back but working people and gender equality paid the price. 
I look forward to your positive response and we remain available to assist you in your 
endeavours to secure an EU where Gender Equality is a reality for all women. 
Yours sincerely 
Signatures 
 
 
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