La brecha salarial de género en las empresas: ¿problema coyuntural o estructural?

Abstract

(cast) El objetivo del presente trabajo es describir y analizar la brecha salarial de género existente en las empresas, poniendo de relieve la existencia de la misma a pesar de los avances experimentados en cuanto a la participación femenina en el mercado laboral español. Se trata de analizar lo que prevé la legislación en cuanto a la igualdad salarial, cómo deberían ser los salarios, y se observa la realidad, es decir, la situación actual del mercado laboral, así como las causas de este trato desigual poniendo énfasis en el papel que las responsabilidades familiares y domésticas y el rol de la mujer tienen en la misma. Lo más relevante del análisis es el estudio de qué podrían hacer las empresas para paliar esta situación; es decir, qué medidas podrían implementar para que a igualdad de funciones haya igualdad de salarios independientemente del género al que pertenezca el trabajador/a.

(eng) The objective of the present paper is to describe and analyse the gender pay gap in enterprises highlighting the existence of it despite the progress made in the female participation in the Spanish labour market. This project is divided in two parts. The first part analyses the current situation of the Spanish labour market in relation to salary equality between genders. It shows the difference between pay difference and pay discrimination, both concepts included in pay gap. Furthermore it analyses the causes of this unequal payment, placing emphasis on female family roles, domestic responsibilities and social position, and explaining why all of them affect the existence and persistence of the gender pay gap. The second part studies how Spanish, European and International legislation regulate the gender pay gap: how the pay roll should be according to the current law in Spain and appreciating if it is enough or should be reconsidered. Moreover, it analyses Spanish and European jurisprudence by benchmarking different interpretations of gender discrimination in labour area and behaviors followed against them. In the most relevant part of the analysis, suggestions are made as to how the private sector could reduce or remove gender discrimination. Several measures are proposed to in order to obtain equality between functions and salary, regardless of the gender of the employee. Even if it is true that achieving gender equal pay needs more than enterprise commitment, it is basic to change social mind.