Facts on the Gender Pay Gap in Greece.
According to multiple surveys taken by the Hellenic Federation of Enterprises taken in March-April 2023. Women working in Greece are paid lower wages, hold fewer positions of responsibility, and still face many stereotypes. More specifically, the average gross full-time salary for women amounts to 1.115 euros, i.e. 13% lower than the corresponding for men (1.284 euros), half of the companies (53%) have zero or very limited (up to 15%) participation of women in the Management Council while one in ten companies (11%) do not trust a female leader in any department or department of the company. (edifyeduproject.eu) Through this same survey, 9 out of 10 companies agree that gender equality in business is very important, yet more than 8 out of 10 companies (83%) do not have any specific targets or track specific indicators around gender equality. According to another study taken in 2022, only 17% of the enterprises have objectives and monitorspecific indicators-in other words, indicative percentages of men/women, remuneration, percentages of executives/administration, etc.-while 83% do not follow the issue of equality on a regular basis. Among large businesses, the percentage reaches 25%.
Greece’s Path Toward Shrinking the Gender Pay Gap Under EU Directive
In the wake of the EU Pay Transparency Directive requiring employers in European Union member states to report on pay data, Trusaic will be examining the state of each country in the EU's current gender pay gaps and path toward compliance.
The impetus for the was to close the 12.7% gender pay gap across the European Union. Greece has an average gender pay gap reported at 10.4%, below the EU average, but this is data from 2018, as we note below. Furthermore, the WEF's Global Gender Gap Report 2024 places Greece 72nd in terms ofwage equality for similar work, while its overall ranking is 73.
Currently, pay transparency and pay data reporting are not required under Greek law. Therefore, Greek employers should already begin revising their human resources practices and conducting in-depth pay data analyses to prepare for the detailed requirements of the EU Directive.
Actions Items for Greek Employers: Quick Start
Greek organizations should timely gear up to respond to the forthcoming pay reporting requirements under the EU Directive, including:
Provide adequate information regarding salary ranges to applicants
Implement a salary history ban.
Prepare to take action when pay gaps surpass 5%.
Account for intersectional discrimination in pay practices and consider the needs of workers with disabilities.
By 2026, EU employers with 250 or more employees must report on gender pay gaps. By 2031, smaller organisations (100+ employees) will have to comply. Also, the Eu Directive uses the broader term of “worker” versus employee.
5 Companies with the largest and smallest pay gaps.
Largest pay gaps:
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Finance & Insurance (77 cents)
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Agencies & Consultancies (83 cents)
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Health care (86 cents)
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Transportation & Warehousing (87 cents)
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Nonprofits (88 cents)
Despite the fact that these industries have more employees who are women who even work overtime, they are still payed significantly less then men.
Smallest pay gaps:
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Arts, Entertainment & Recreation (96 cents)
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Real Estate & Rental/Leasing (94 cents)
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Construction (91 cents)
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Technology (90 cents)
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Education (89 cents)
Interview conducted on women in Greece about the problems on the Gender Pay Gap
The video is on the gender pay gap in Greece. According to her, the gap has narrowed; this is not because the female situation has improved, but because the male one has deteriorated. As she explains, those are the sectors that lost jobs in great proportions, which is mainly dominated sectors and mainly related occupations. Also, the speaker highlights that between men and women doing housework and carrying a great job, which is the same in all ages and all education levels, there is a great difference. This points to the reproduction of traditional roles and family.
She also cites that the average wages, while up in nominal terms, have been reduced 7% by the crisis. She also points to an increase in the % of women who are the sole breadwinners in couple families. This is a complete reversal of the more traditional role of women in Greece.
The speaker finishes her talk by stating that poor families' needs are what should be considered with the agreement, since it was an extreme rise in poverty; it is English, with my focus on jobs, and we have my focus on social benefits anyway, much focus on RT forward policies.
To conclude:
This video presents the message that the gender pay gap in Greece did not improve due to improved employment of women, but rather because of a drop in men's employment. The speaker goes on to say that traditional gender roles persist, with women shouldering the disproportionate burden of domestic labor. This, along with the economic crisis, has seen an increase in women being the sole breadwinner and thus challenging traditional family structures. The video also calls for implementing policies that would help the specific needs of low-income families, especially women, in order to reduce poverty and advance gender equality.
Statistics found from various sources.
Effects of the Gender Pay Gap
The pay gap due to gender contributes to important effects on the whole social life of societies, feeding inequality and exacerbating gaps in social and economic realms. In Greece, with UNICEF's emphasis on the broader context of its social challenges, the challenge particularly affects women and children in the poorest groups. Women facing unequal pay are most likely to fall into poverty, restricting access to quality healthcare, education, and social services. This consequently has effects on the family, especially children, who have to live without some basic needs and lack development opportunities. It also fosters the cycle of poverty that contributes to long-term economic and social exclusion for marginalized groups.
Besides, the pay gap between men and women is of great importance for achieving gender equality and sustainable development. UNICEF insists on systemic solutions that include strengthening childcare, supporting inclusive education, and creating equal opportunities for employment. Such interventions have the effect of empowering women, leading to healthier, more stable communities. Closing the pay gap ensures that all individuals, regardless of gender, can fully participate in the economy, leading to greater productivity and societal well-being.