Equal pay and equal treatment at work (Article 157 of the Treaty on the Functioning of the European Union (TFEU) and Recast Directive 2006/54)

AuthorKadriye Bakirci
Pages32-44
32
4Equal pay and equal treatment at work (Article 157 ofthe Treaty onthe
Functioning of the European Union (TFEU) and Recast Directive 2006/54)
4.1General (legal) context
4.1.1Surveys on the gender pay gap and the difficulties ofrealising equal pay
Equal pay isessential to achieving full gender equality in the world ofwork and a fairer,
more inclusive world ingeneral. Target 8.5 of the UN Sustainable Development Goals calls
for equal pay for work of equal value by2030.104
There is no national survey on the gender pay gap in Turkey. However the ILO’s2018
report, Global Wage Report 2018/19: What lies behind gender pay gaps105 and the 2019
ILO report, A quantum leap for gender equality: for a better future of work for all106 cover
Turkey.
The ILO’sGlobal Wage Reportis based onananalysis of70 countries and 80 % ofwage
earners worldwide, comparing women and men in homogeneous subsets byeducation,
age, hours worked (full timevs part time) and public vs private sector using weighted
measures.
The study reveals that the global gender pay gap stood at18.8 %.The gap is 12 % in
Turkey. The gender pay gap remains a challenge for all countries to overcome.107
A 2017 ILO-Gallup global report108 shows the wide pay gap between working mothers and
working non-mothers It states that with a pay gap of 29.6 %, Turkey is the country with
the highest motherhood penalty among both upper-middle and lower-middle income
countries, and hosts the most disadvantageous conditions in this regard. Working mothers
pay the highest penalty byreceiving 30 % less in wages than non-mothers. Motherhood
also causes labour market interruption, and womens permanent exit from labour
markets.109
Womens participation inthe labour force is lower than men in all countries worldwide,
regardless of pay level orage group. Most disadvantaged are women inthe 25-35age
group, whose participation in the labour market generally goes down following first-time
motherhood in this period. Unfortunately, most women of the 25-35 age group who leave
the labour market for motherhood do not return.110
An infographic poster onUnderstanding the Gender Pay Gap,111 deriving from the ILO’s
Global Wage Report and Quantum Leap report, produced bythe ILO Office for Turkey,
states that women in paid employment are better educated than men and that the public
104UN, Transforming our world: the 2030 Agenda for Sustainable Development
https://sustainabledevelopment.un.org/post2015/transformingourworld.
105 ILO (2018) Global Wage Report 2018/19: What lies behind gender pay gaps. International Labour
Organisation, Geneva. https://www.ilo.org/global/publications/books/WCMS_650553/lang--en/index.htm.
106 ILO (2019) Quantum leap report. http://esitizberaberiz.org/wp-content/uploads/2019/03/ILO-Report-A-
Quantum-leap-for-gender-equality.pdf.
107 ILO (2019) Quantum leap report.
108 ILO-Gallup Report (2017) Towards a better future for women and work: Voices of women and men,
International Labour Organization, Geneva.
https://www.ilo.org/global/publications/books/WCMS_546256/lang--en/index.htm.
109 ILO (2019) Quantum leap report: Recent studies identify a “motherhoodpenalty”as a source of gender
pay gaps. This indicator of pay gap between mothers and non-mothers reveals striking results when
compared tothe“fatherhoodpremium” indicating the pay gap between fathers and non-fathers’.
http://esitizberaberiz.org/wp-content/uploads/2019/03/ILO-Report-A-Quantum-leap-for-gender-
equality.pdf.
110 ILO (2019) Quantum leap report.
111 Seehttp://esitizberaberiz.org/wp-content/uploads/2019/03/Infographic-on-%E2%80%9CUnderstanding-
the-Pay-Gap%E2%80%99.pdf.

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