I was wondering the same. From reading the information it looks like companies just have to publish the data on their website or some other format that's accessible to employees/ public for the first year, and in future, data will be uploaded and available online. Will it be a register of some sort and who's going to monitor it - the WRC?
What happens if a business is dominated by one gender but one or two of the minority gender are in highly paid jobs?How will an employee determine/know if there's a gender pay gap if he/she can't compare to others within function eg large multi national where there's 30 engineers doing the same type of work such as maintenance engineer as an example?
- disclosures by job classification will not be required
In fairness they are asking for an hourly wage comparison but it is without question that the overwhelming reason for the gap in earnings between men and women is down to life choices. The 14% figure that is often thrown around is nonsense.Men earn more on average, over their lifetime, than women. There are a multitude of reasons for this. but it's mostly down to life choices. A snapshot will likely show men earning more on average. The Government seem to view this as a problem that needs to be 'addressed' and will likely waste time and taxpayers money trying to fix something that ain't broke.
What happens when a business has a large number of one gender and a small number of the other gender and one or two of that minority are highly paid? It would be quite easy to work out what the high earners are getting.It is starting with employers (company groups) with 250 or more Male/Female employees in the state. Other genders are to be excluded. The reporting threshold will drop by 50 each year until it reaches employers with 50. There are GDPR issues as the numbers drop, making employees identifiable.
How can one possibly hope to colkext accurate information about the gender pay gap when, under Irish law, a male who declares himself to be a woman is counted as such in every domain? A company made up of 50% men and 50% males who identify as women is perfectly integrated and might well have eliminated the gender pay gap in the eyes of the law.
That's not really going to happen though, is it? Trans people make up a statistically insignificant proportion of the population. It's also hard to allow for people who are being deliberately mischievous.How can one possibly hope to colkext accurate information about the gender pay gap when, under Irish law, a male who declares himself to be a woman is counted as such in every domain? A company made up of 50% men and 50% males who identify as women is perfectly integrated and might well have eliminated the gender pay gap in the eyes of the law.
That question has been asked, I'll would need to check if there is an official answerer now available. You have to remember that the legislation was drawn up by public sector employees, were everyone is on known grade/salary range so it was not taken into account.What happens when a business has a large number of one gender and a small number of the other gender and one or two of that minority are highly paid? It would be quite easy to work out what the high earners are getting.
No. But if they arrive into their employer with a 'Gender Recognition Certificate' the employer must use the gender the employee recognises as.Developing that theme slightly, is an employee legally obliged to inform their employer what gender they identify as? If not, then how can the employer possibly complete the required report?
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