It has been one year since the enactment of Directive 2023/970 of the European Parliament, also known as the Salary Transparency Law. This law will require all companies to make public the salary ranges of all their employees. In other words, you will know if your colleagues receive the same salary as you for doing the same job. With this measure, the European Directive aims to strengthen equal pay between men and women for work of equal value, setting the gender pay gap at a maximum of 5%, compared to the current European average of 13%. The law came into
  • reddig33@lemmy.worldEnglish
    120·
    6 months ago

    Only the salary ranges for a position become public. They aren’t going to publish what they pay each employee.

    • errer@lemmy.worldEnglish
      65·
      6 months ago

      And if it’s anything like California the ranges will be useless. My salary “range” is quoted as $80k - $170k. Real fucking useless.

        • slazer2au@lemmy.worldEnglish
          29·
          6 months ago

          $81K because they have 5 years experience in a technology that has been out for 3 years.

      • boonhet@lemm.eeEnglish
        8·
        6 months ago

        I’ve looked at some California ranges. They tend to be well below what levels.fyi claims these companies pay (I’m thinking Netflix, Microsoft, Google).

        I’m assuming they lowball the range in the ad so if they get a candidate that doesn’t fit the original criteria they were thinking of but they still want to onboard, they can pay less. If they get a candidate that they really like, maybe they’ll pay more? I know we’re supposed to be all doom and gloom here, but there’s plenty of folks making ludicrous salaries in tech.

    • undergroundoverground@lemmy.worldEnglish
      7·
      6 months ago

      Thats true, you can ask the average salary for the role within the firm though. Having seen the pisstaking done in America with ranges, they got out ahead of it.

    • Technofrood@feddit.ukEnglish
      2·
      6 months ago

      I assume there may be some cutoff point, but what if you have a low number of people in the role say for example 2. Wouldn’t that be pretty much narrowing it down to being per employee?

  • slazer2au@lemmy.worldEnglish
    606·
    6 months ago

    Interesting… Look forward to seeing how it goes. Hope the gender pay gap does collapse but I’d say we are still a generation of workers away from that being a reality.

    • UnderpantsWeevil@lemmy.worldEnglish
      441·
      6 months ago

      Knowing what your coworkers are getting paid lets you know how much you can reasonably ask for.

      And knowing what folks at the job down the street make means you can quickly determine whether its worth the trouble to find a new job.

      Also probably doesn’t hurt to know what the folks upstairs are making when you’re deciding whether to form a union.

    • Eheran@lemmy.worldEnglish
      124·
      6 months ago

      Gender pay gap uncorrected for working hours, position, …? Or the corrected one?

    • where_am_i@sh.itjust.worksEnglish
      57·
      6 months ago

      You do know that the gender pay gap in the same position with the same experience essentially doesn’t exist in Europe?

      Coincidentally, publishing salary ranges isn’t gonna help with the gender pay gap.

      So, if you actually care about the issue, maybe go educate yourself first.

      • slazer2au@lemmy.worldEnglish
        52·
        6 months ago

        You do know that the gender pay gap in the same position with the same experience essentially doesn’t exist in Europe?

        First hand knowledge says this is far from true.

        • where_am_i@sh.itjust.worksEnglish
          47·
          6 months ago

          Your first-hand knowledge is worth nothing against the data.

          Tax reports and social security data has been thoroughly analyzed by multiple countries.

          In fact, it’s often that women outearn men.

          There’s a very interesting factor that eventually does lead to an astounding pay gap, but lemme see how many more anecdotal evidence you can pull out of your ass before I tell you what literature to look at.

          • federal reverse@feddit.orgMEnglish
            2·
            6 months ago

            but lemme see how many more anecdotal evidence you can pull out of your ass before I tell you

            1. Please be civil.
            2. Please be helpful rather than intentionally wasting people’s time.
          • GoodEye8@lemm.eeEnglish
            2·
            6 months ago

            I wish I had your confidence. You pull the “data doesn’t prove it” move and then won’t even do the bare minimum to verify if you’re talking out of your ass. Based on 2022 data men on average earned 12% more. It didn’t even take me a minute to find this data. One Google search and you would’ve instantly known that you’re wrong, but you’re so confident in you being right you don’t even need to check if you’re wrong.

            • where_am_i@sh.itjust.worksEnglish
              13·
              6 months ago

              What your message shows is that even when the data is in front of you, it’s useless, because all you can see is your confirmation bias.

              It specifically says “unadjusted”.

              You understand nothing on the subject and continue your crusade for some holy grail, because you believe it will bring prosperity to your entire nation or something. All this shows is that your average left voter is as dumb as your average far right voter.

              There’s a decade of research consistently showing that the most impactful factor contributing to the unadjusted gender pay gap is childbirth.

              Single childess women with college degrees earn as much or slightly outearn their male competition.

              These trajectories spectacularly diverge after the first child.

              If you care about the unadjusted pay gap, you need to promote societal change that 1) enables and encourages men to take on childcare duties, 2) significantly improve daycare infrastructure, 3) realize that some couples will still decide that it’s somehow better for the mother to spend time at home with the kids and take on less demanding jobs and/or lose many years of experience, and that this unadjusted pay gap in some capacity is here to stay for another century or so, and it’s not a societal failure.

              My evidence? A decade of research. 134 countries. https://www.henrikkleven.com/uploads/3/7/3/1/37310663/child_penalty_atlas_june2024.pdf

              You can look at more of his papers on the subject.

              –

              But hey, you can Google, anon, right?

              • GoodEye8@lemm.eeEnglish
                3·
                6 months ago

                I’m not sure what you were trying to accomplish but all I’m seeing is you agreeing that there is a wage gap. You argument was “it’s often that women outearn men.” Which you’ve now clarified that post marriage and post child they clearly do not. So before marriage or before a child they should, where’s the data? The “useless” unadjusted data shows a smaller wage gap in younger employees (who are much less likely to be married or have children) but there’s still a wage gap in many EU countries.

          • Pogbom@lemmy.worldEnglish
            2·
            6 months ago

            I think everyone is arguing different points here. The first comment spoke about the gender pay gap, which is not restricted to same job/same experience. It also considers that positions that are typically filled by women (care, nursing, teaching, etc) are systematically underpaid, which is also a perfectly valid way to define a gender wage gap.

            But for some reason you responded by singling out the same job/same experience data, then told the first guy to educate himself.

            Everyone here is saying the gender wage gap very much exists in general in Europe, and you’re singling out one smaller data point where it doesn’t.

            • where_am_i@sh.itjust.worksEnglish
              22·
              6 months ago

              No, that person specifically implied that once they start publishing salary ranges the gender pay gap will collapse.

              That person lives in a fairy tale world of non-existent salary discrimination that they furiously fight.

              Their heart is sorta in the right place, but they’re essentially a useless idiot, who with their crusade distracts everyone from actually trying to understand the real reasons behind the unadjusted gender pay gap and any efforts of solving it.

  • werefreeatlast@lemmy.worldEnglish
    5·
    6 months ago

    Here in Washington State it has had some effect. At my work, we had many people leave because their salary wasn’t on the high side of the range even though they were more senior. We also had hiccups in hiring because candidates come in asking for the high end salary but then their experience is abysmal to say the least. But then you train this person for 2 or 3 years for them to actually be of any use, and they leave because now they got something to chase a higher salary with. A small company can’t afford to raise salaries all the time, specially if it’s for people who are in training and don’t even know it. Anyway, to give you a clue, if you fuck up like 5 times and nobody gives a shit, you’re still in training. However, if you think you’re gonna fuck up and upper management call a meeting to discuss the status, then you should probably ask for a raise.

    • werefreeatlast@lemmy.worldEnglish
      4·
      6 months ago

      Oh but back to the topic. It’s good! And you don’t have to wait for the government to divulge it. You can legally tell anyone how much you make. And you should do that. Specially to younger people.

  • Kissaki@feddit.orgEnglish
    2·
    5 months ago

    Article 9.5 of this directive leaves the door open for each country to decide whether or not to require companies with fewer than 100 employees […] to publish this information.