This morning, the Pay Gap Action Plan was signed, proposing six measures to further reduce the gender pay gap in Estonia. The representatives of the signatory organisations are convinced that the pay gap can only be closed through cooperation between all parties - the state, employers and employees.

What can the state do?

1. Equal sharing of parental benefit between men and women. It is important to continue with the planned reforms, as well as to aim for a gradual transition to two equal shares of parental benefit over a 5-year period. The aim is to achieve a more equal sharing of the burden of care and a greater contribution by fathers to the upbringing of children.

2. The persistence of the gender pay gap may be largely due to the asymmetry of information - employers and employees lack up-to-date and detailed pay statistics. Gender pay statistics to support occupational comparisons, without increasing the administrative burden on employers, based on data already collected, are necessary to allow for adequate cross-occupational pay comparisons, which in turn will provide insight into the real dynamics of the gender pay gap. To this end, gender pay information by occupation needs to be collected and made public at national level.

What can local authorities do?

3. Ensuring flexible childcare for children at least six months old. Reform of the parental benefit system can only achieve more flexible use of parental leave if parents can at the same time make use of the quality childcare services provided by the local authority. Flexible childcare provision is necessary to avoid long career breaks for parents, which have so far been a major cause of stagnation or slowdown in parents' pay, skills and career progression.

What can employers do?

4. We encourage companies to adopt good management practices that promote diversity and family responsibilities. To this end, we will work together with representative organisations of Estonian businesses. The conscious implementation of good management practices or incentive pay systems will ensure fairer pay levels for employees and a better overview of the pay statistics of the institution or company to the satisfaction of all parties.

5. We also see the creation of an e-audit facility as a supporting measure. A short and simple self-audit facility at primary level will give employers a point of reference against which to base their efforts to create an environment that promotes gender equality and diversity, and how to assess their current performance against this. The audit is strictly voluntary and indicative for the head of the institution or company (only general statistics on the number of users of the audit option would be allowed).

What can workers do?

6. "Women, let's talk about pay!" campaign. to reduce the cultural barrier to talking about your pay. The campaign should encourage employees to share and analyse pay information and thus be more aware of the pay conditions and opportunities in their workplace and prepare for pay negotiations.

Against!The plan was signed by: Human Rights Centre, Women's Research and Information Centre, Estonian Association of Entrepreneurial Women, the Estonian Trade Union Confederation and commissioner for gender equality and equal treatment.

More information:
Jane Niit
Communications Manager
Estonian Trade Union Confederation
jane.niit@eakl.ee
+372 520 6857