Framework Conditions in Sweden: Unterschied zwischen den Versionen
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==Equal Pay Legislation== | ==Equal Pay Legislation== | ||
In 2009, the Discrimination Act has been adopted. This act requires all organisations with more than 25 employees to map wages every three years. This mapping not noly includes an analysis of wage structures, but encompasses also a detailed action plan to promote gender equality within the organisation. Furthermore, in case of discrimination, the employer is obliged to investigate and take measures against the form of discrimination. | In 2009, the Discrimination Act has been adopted. This act requires all organisations with more than 25 employees to map wages every three years. This mapping not noly includes an analysis of wage structures, but encompasses also a detailed action plan to promote gender equality within the organisation. Furthermore, in case of discrimination, the employer is obliged to investigate and take measures against the form of discrimination. | ||
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| + | In addition, job evaluation should be free from gender bias. In order to realise this approach, four criteria are used to evaluate jobs: knowledge and experience, degree of effort, responsibility and working conditions. Additional factors can also be taken into account, such as physical and mental stress, competence and degree of independence, planning and decision making. | ||
==Parental Leave== | ==Parental Leave== | ||
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[http://ec.europa.eu/justice/gender-equality/gender-pay-gap/national-action/law/index_en.htm European Commission: Legislation and Equality Plans] | [http://ec.europa.eu/justice/gender-equality/gender-pay-gap/national-action/law/index_en.htm European Commission: Legislation and Equality Plans] | ||
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| + | [http://ec.europa.eu/justice/gender-equality/gender-pay-gap/national-action/job-evaluation/index_en.htm European Commission: Job evaluation free from gender bias / making pay differences transparant] | ||
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[[Category: Länder]][[Category: Sweden]] | [[Category: Länder]][[Category: Sweden]] | ||
Version vom 2. September 2015, 12:41 Uhr
Generally speaking, Sweden is one of the most gender-egalitarian countries in the world ranking fourth behind Iceland, Finland and Norway. In essence, gender mainstreaming has been implemented in all policy fields, among them education or foreign policy.
Inhaltsverzeichnis
Equal Pay Legislation
In 2009, the Discrimination Act has been adopted. This act requires all organisations with more than 25 employees to map wages every three years. This mapping not noly includes an analysis of wage structures, but encompasses also a detailed action plan to promote gender equality within the organisation. Furthermore, in case of discrimination, the employer is obliged to investigate and take measures against the form of discrimination.
In addition, job evaluation should be free from gender bias. In order to realise this approach, four criteria are used to evaluate jobs: knowledge and experience, degree of effort, responsibility and working conditions. Additional factors can also be taken into account, such as physical and mental stress, competence and degree of independence, planning and decision making.
Parental Leave
Sweden has one of the longest periods of parental leave. In total, parents in Sweden are entitled to 480 days of paid parental leave, of which 80 days are reserved for paternal leave that cannot be transferred.
Reconciliation of Family Life and Work
Gender equality is among the high priorities in Sweden. To this end, Sweden has built a large caring infrastructures for child care and schooling. In addition, monthly allowences are transferred to parents for each child to support their efforts caring for their child.
Related Links
European Commission: Legislation and Equality Plans
European Commission: Job evaluation free from gender bias / making pay differences transparant
