epic

International Seminar Addresses the Challenges of Equal Pay in Chile

2 Jul 2025

June 26, 2025
University of Talca, Talca, Chile

Like many countries, Chile has not yet managed to close the gender pay gap. According to the latest results from the Supplementary Income Survey for 2023, the average gender pay gap in Chile is 23%. If we consider only wage earners, i.e., employed workers, the gap is 17%.

The country passed a pay equity law in 2009 and has since promoted the generation of statistics, transparency for publicly traded companies, national and international best practices, and gender equity certifications. However, the gap persists. It fluctuates around 20% each year and has proven resistant to significant reductions.

As part of efforts to advance in this area, the University of Talca, through its Faculty of Economics and Business (FEN), joined the Equal Pay International Coalition (EPIC), of which Chile is a member. In this context, the seminar “Pay Equity: Advancing Toward Decent Work” was convened by FEN in collaboration with the Ministry of Labor and Social Welfare, and hosted at the University of Talca’s Talca campus.

Regarding UTalca’s incorporation into EPIC, the university’s Rector, Carlos Torres Fuchslocher, stated:
“This is an opportunity to collaborate with other institutions and commit ourselves as members of the Coalition. By joining EPIC, institutions reinforce the Coalition’s continuity and impact over time. It also allows us to share best practices and enrich the measures we implement by learning from others.”

Labor Minister Giorgio Boccardo emphasized the role of various sectors and academia in addressing this challenge:
“We understand that the challenges are structural, which is why we’ve incorporated a gender dimension throughout the labor agenda. The role played by employers’ organizations and the CUT (Central Workers’ Union) has helped move various initiatives forward. It’s also very important that a university like the University of Talca leads this initiative at the national level, as it ensures continuity beyond the current government.”

National and International Perspectives

The seminar featured presentation by an internation speaker, Maira Lacerda, Head of International Affairs at Brazil’s Ministry of Labor and Employment. Brazil currently holds the EPIC presidency.
“We must understand that achieving this goal is a challenge for everyone—not just governments and companies. It’s everyone’s problem. Therefore, initiatives must be based on social dialogue and involve all stakeholders. Ensuring equal pay in the labor market benefits everyone, so we must unite and design policies and measures that are feasible for all,” she explained.

A panel discussion followed, featuring Antonio Minte, General Manager of the Chilean Wood Corporation (CORMA), and Karen Palma, Vice President for Women at the CUT. They explored the country’s opportunities and challenges regarding pay equity in a conversation moderated by FEN UTalca academic Andrea Bentancor.

“We value this tripartite space, which includes an important international component. It shows that the world is discussing policies that can be replicated in our country, and that’s significant for CUT. It’s not enough for more women to enter the labor market; we also need equal conditions for men and women,” said Palma.

Minte outlined the progress made by the industry:
“We have a program entitled ‘More Women’ that promotes the inclusion of women in the forestry sector. We’ve taken on this challenge and are among the first productive sectors to make progress. We hope to set an example and expand this work to other sectors.”

Actions from Academia

Academic research and technological development have been key actions from FEN. One example is the creation of a wage gap calculator developed through the #NiMásNiMenos program, led by Bentancor. This tool helps raise awareness and generate practical solutions for the private sector.

“We’ve developed a tool that calculates the wage gap and provides users with concrete estimates. By using technology and informative tools, we’re able to inform, raise awareness, and change attitudes on this issue,” she said.

“We’ve introduced this into the world of work. Currently, with CORMA, we’re developing a wage gap calculator tailored to their activities—because measuring the gap in mining is not the same as in forestry,” Bentancor added.

FEN UTalca Dean, Dr. Arcadio Cerda Urrutia, highlighted the importance of this international initiative:
“As the University of Talca and its Faculty of Economics and Business, we value this space that allows us to integrate perspectives from the private, public, and academic sectors to advance actions that reduce the wage gap. We also emphasize that being part of the Equal Pay International Coalition (EPIC) strengthens our teaching and research efforts.”

Click here to watch the full seminar recording.

Brazil Assumes EPIC Chairship

26 Jun 2025

Brazil has officially assumed the Chair of the Equal Pay International Coalition (EPIC), represented by Maíra Lacerda, Head of the Special Advisory Office for International Affairs at the Ministry of Labor and Employment. In her inaugural message, Ms. Lacerda reaffirmed Brazil’s deep political commitment to closing the gender pay gap and outlined an ambitious agenda focused on transparency, public policy, leadership, and cultural change.

She thanked Canada for its exemplary leadership as outgoing Chair and welcomed its continued engagement as Vice-Chair. Highlighting key national advancements - including Brazil’s new Equal Pay Law and National Care Policy - Ms. Lacerda emphasized that wage justice is not just a policy goal but a social imperative.

Watch Maíra Lacerda’s full message as EPIC’s new Chair

The EU Pay Transparency Directive: What You Need to Know

26 Jun 2025

by PayAnalytics by beqom

The EU Pay Transparency Directive will be implemented in less than a year, and it will reshape pay communications, employee rights, and reporting obligations. Now is the perfect time to familiarize yourself with the Directive and get ready for compliance. This guide walks you through the requirements and offers practical steps on how to prepare. Get your free copy now

Fair Pay in Action: Expanding Networks, Deepening Impact

26 Jun 2025

FPI Partner Network: Expanding Reach, Deepening Impact

At FPI Fair Pay Innovation Lab, we believe that important changes are only possible through strong partnerships. That’s why we’re proud to spotlight the growing strength and global reach of the FPI Partner Network, now active in 14 countries across 3 continents.

With 26 official partners — and more joining us every quarter — our network is helping companies take bold steps toward transparency, Fair Pay, and accountability in pay structures. From the United States to Germany, Iceland, Switzerland, Austria, Denmark, Spain, Sweden, Costa Rica, Czech Republic, Hungary, Italy, the UK, and Australia, our reach is expanding — and so is our impact.

Each partner plays a vital role in delivering the Universal Fair Pay Check — a certification that not only measures fairness but drives it. Together, we are building the foundation for Fair Pay Worldwide.

What’s next? Join the conversation.

In recent months, FPI has been actively contributing to global dialogue through a series of high-level webinars. We recently joined WTW to explore the future of Fair Pay, and our CEO Henrike von Platen will soon be speaking alongside Rumbold, Laboro and Gradar in upcoming sessions focused on Fair Pay and Pay Transparency.

These events are more than just conversations, they are catalysts for action. One standout moment was our first Fair Pay Innovation Circle, where participants explored a provocative question: What would an ideal pay analysis model look like if we had no restrictions? The discussion revealed a wide range of approaches — from using just one variable to more than twenty — and sparked two key reflections:

-The tension between paying for performance versus paying for skill remains unresolved, yet central to any fair pay strategy.

-Simplicity in methodology must be balanced with the complexity of real-world data and cultural nuance.

This theme of complexity and clarity continued in our Coffee Talk with Margrét Vilborg Bjarnadottir, Co-founder of PayAnalytics, where she and Henrike von Platen unpacked the EU Pay Transparency Directive from a fresh perspective. Their conversation emphasized the importance of transparency not just as a legal requirement, but as a cultural shift — one that demands courage, clarity, and collaboration. You can watch the full exchange here

We also joined Jon Sannes, CEO of Nordic Reward Partners, on the Reward Nerds podcast to explore how certification, data, and culture intersect to create lasting change. His reflections echoed many of the same themes: the need for actionable frameworks, the value of external validation, and the power of storytelling in driving internal transformation, here the full podcast

Together, these conversations form a connected arc — from bold questions to practical tools — that is shaping the future of Fair Pay.

Onward and Upward

As we continue to grow, we remain committed to supporting our partners and the companies they serve. Whether it’s through tailored guidance, shared best practices, or joint certifications, our network is designed to scale impact — and we’re just getting started.

We’re also continuing to share and co-create solutions through our Fair Pay Management Circles. These spaces — including our Coffee Talks — are where we keep asking the hard questions, like how to close the gaps that affect us all. They help us reflect, challenge, and move forward with purpose.

These aren’t isolated moments. They’re part of a growing rhythm — one that keeps us focused on the big picture: closing the gaps that still exist, and doing so with clarity, courage, and collaboration.

Let’s take off, grow, and keep making Fair Pay a reality — for everyone, everywhere. The momentum is real. And the Future is Fair.

Equal Pay Calculator in Czechia: A Step Toward Fairness and Transparency

26 Jun 2025

by Lenka Simerska, Head of the Equal Pay Portfolio, Ministry of Labour and Social Affairs, Czechia

In Czechia, a key instrument for promoting fair pay is the Equal Pay Calculator, provided by the Ministry of Labour and Social Affairs at rovnaodmena.cz. This interactive tool allows users to compare their earnings with national averages for similar roles, using real labor market data disaggregated by sex. It raises awareness of gender pay gaps and encourages informed dialogue on pay equity.

The current gender pay gap in the Czech Republic is 17.9%. Within specific sectors and occupational categories the gaps vary and can be even larger — a concerning trend the country aims to address through targeted measures, including this calculator.

The calculator is built on the Information System on Average Earnings (ISPV), one of the most robust labor data sets in the country. It collects quarterly wage data from employers across sectors, covering key wage determinants: occupation, education, region, age, and company size.

At the core of the calculator is a set of multivariate linear regression models, which estimate expected gross monthly wages for men and women while controlling for measurable variables. By holding constant these “legitimate” wage-differentiating factors (e.g., education or seniority), the models allow for identification of an unexplained residual gap—an indication of potential systemic or discriminatory factors.

The approach distinguishes between the public and private sectors and is stratified by 26 major occupational groups (CZ-ISCO), resulting in 78 gender- and sector-specific regression models. This granularity enables the tool to reflect structural wage characteristics within a given field, not just surface averages.

The methodology is transparent and reproducible. Detailed documentation is publicly available on the calculator's methodology page, enabling validation and scientific scrutiny.

The calculator provides women with essential insights and entry points to support informed pay discussions, particularly in new job opportunities.

For more information, visit:
Equal Pay Calculator Tool (in Czech)
Methodology Overview (in Czech)

Canada’s Transition from Chair to Vice-Chair of EPIC’s Steering Committee

26 Jun 2025

Canada, represented by Rakesh Patry, Director General of International and Intergovernmental Labour Affairs at Employment and Social Development Canada, has concluded its term as Chair of the Steering Committee of EPIC. Canada assumed the role in 2021, following Switzerland, which had held the Chair since the Coalition’s launch in 2017. As part of the leadership transition, Canada now takes on the role of Vice-Chair of the Steering Committee.

As outgoing Chair, Rakesh Patry states

“It has been an honour for Canada to serve as Chair of the EPIC Steering Committee, working alongside dedicated partners to advance equal pay worldwide. Over the past years, EPIC has made significant strides- expanding its membership, promoting best practices to achieve equal pay, and strengthening global collaboration on closing the gender pay gap. We firmly believe that it takes all of us - governments, employers, unions - working together to address the barriers that so many continue to face.

Along with our social partners, the Canada Labour Congress (CLC) and Federally Regulated Employers – Transportation and Communications (FETCO), we recognize the value of tripartite cooperation in driving meaningful change both at home and on the global stage. In our view, it is the only truly effective way to address complex issues like equal pay. This approach fosters dialogue that reflects the perspectives of workers and employers and ensures that progress is grounded in sound legislative and regulatory frameworks.

As we transition into our new role as Vice-Chair, Canada remains fully committed to EPIC’s mission. We will continue to foster knowledge-sharing, champion evidence-based approaches, and support members in driving meaningful change. Ensuring equal pay for work of equal value is not just a moral imperative but an economic necessity, and our collective efforts through EPIC are making a difference.

I would like to extend my sincere appreciation to all EPIC members and the Secretariat for their dedication. It has been a privilege to collaborate with you, and I am pleased to pass the Chair role to Brazil. I have no doubt that under Brazil’s leadership, EPIC will continue to thrive and drive progress toward closing the gender pay gap.”

Pop Culture and Pay Equity: Season Three of Level the Paying Field to Explore Pervasive Pay Gaps

26 Jun 2025

Gendered representations and characterizations abound in pop culture. From television, music, sports, video games, and art, women are both the creators and consumers of pop culture. A third season of Level the Paying Field reveals that both the stories that are told and the production behind them are not always gender equitable.

Building upon the success of seasons one and two of the award-winning podcast, Level the Paying Field, season three explores topics related to economics, equity, women, work and wage equity. This season, the Ontario Pay Equity Office convenes leading experts and content creators to reveal hidden biases in both pop culture narratives and the gender pay gap for content creators.

“Gender bias is pervasive in so many aspects of our society,” says Kadie Philp, Commissioner and CAO of the Pay Equity Office. “Especially in television, music and pop cultural content where we may not notice how the bias presented on screen, in video games, or on gallery walls creates and reinforces harmful gender stereotypes.”

Through the series, Ontario’s Pay Equity Office seeks to highlight how looking critically at the pop culture products we consume and participate in may help us see and correct the gender-based biases that contribute to creating and justifying gender pay gaps.

“We want listeners to think critically about how the media they are consuming in various pop culture platforms may be promoting gender inequalities. Each of our guests is either an expert researcher or a cultural content creator who gives us a behind-the-scenes look at gender bias in production and content,” says Philp.

Join the Pay Equity Office in elevating the equity conversation to make the world a more equitable place for women to work, live and thrive, and support closing the gender wage gap.

Watch episodes of Level the Paying Field at www.levelthepayingfield.ca or listen wherever you download your podcasts.

Quick Facts:

-Level the Paying Field is a six-part video and podcast series covering topics related to economics, equity, women, work, and money, with a focus on the gender wage gap (GWG).

-In 2022, the podcast was recognized with a Gold Quill Award of Merit from the International Association of Business Communicators.

-Level the Paying Field ranked in the top 100 podcasts in the Careers category in Canada.

-The gender wage gap (GWG) is the difference between wages earned by men and wages earned by women. There are different ways to measure the GWG.

-In Ontario, the GWG, calculated based on average hourly wages, is 13%. This means that for every $1.00 earned by a male worker, a female worker earns 87 cents. Calculated using average annual salary earnings, the GWG is 25%, or 75 cents on the dollar.

What You’ll Hear This Season:

-How television evolved from housewife sitcoms to feminist storylines—and what Lucille Ball and Shonda Rhimes have in common when it comes to shaping narratives.

-A look into the music industry, from the blues women of the 1920s to Beyoncé and Taylor Swift, tracing how women have used music to resist, reclaim, and revolutionize.

-Olympian Haley Daniels discusses her fight to gain recognition for women’s canoeing, illustrating how policy, passion, and persistence intersect when women demand equal footing in sports and equal pay.

-Although nearly half of all gamers are women, only 23% of game developers are female. We unpack how gender gaps persist in gaming—and how women are changing that from the inside out.

-Dive into the world of fine art, motherhood, and activism through photography with Alexa Mazzarello, exploring how gender bias and care work impact the creative careers and income potential of women artists.

-Season 3 proves that culture isn’t soft power—it’s real power. And if we want pay equity, we need to Level the Paying Field everywhere—on the screen, behind the scenes, in the arena, and in the systems we use to value work.

Listen Now

Level the Paying Field is available at www.levelthepayingfield.ca, on YouTube, Spotify, Apple Podcasts, and wherever you download your podcasts.

Is your organization ready to comply with the EU Pay Transparency Directive?

14 Apr 2025

The compliance deadline for the EU Pay Transparency Directive is fast approaching, with just over a year until it takes effect. Pay equity experts from PayAnalytics by beqom have developed a free readiness checklist to help employers across the EU assess their current compliance status. The checklist also offers step-by-step guidance to ensure your organization is fully prepared by June 2026.

Download your free copy now and take the stress out of the compliance process

Increase in the Minimum Wage in Spain: A Key Measure to Combat the Gender Pay Gap

4 Apr 2025

Spain recognizes the importance of raising the minimum interprofessional wage (SMI) as a means to fight inequality and promote gender equality, as it addresses the root causes of economic insecurity and supports inclusive growth.

For this reason, on February 11, the Council of Ministers, at the proposal of the Ministry of Labour and Social Economy, approved a new increase in the minimum wage for 2025 (Royal Decree 87/2025 of February 11). This decision resulted from a prior agreement with the major trade unions: the Workers' Commissions (CCOO) and the General Workers' Union (UGT)—reached through a dedicated Social Dialogue Table. As stated by the Vice President and Minister of Labour and Social Economy of Spain, Yolanda Díaz: "The minimum wage is not just a number; it is a flagship public policy to reduce inequality. It improves people’s lives and changes lives."

In Spain, the minimum interprofessional wage (SMI) has been set at €16,576 gross annually for 2025, which amounts to €1,184 over 14 monthly payments. This represents a 4.4% increase compared to 2024 - equivalent to €700 more per year or €50 more per month. From 2018 to 2025, including the current increase, the SMI has risen by 61%, while inflation has grown by 23%. As a result, the minimum wage in Spain has gained 38% in purchasing power.

This measure has had an extraordinary impact on reducing the gender pay gap, as women represent 57% of the workers earning the minimum wage. The successive increases in the SMI implemented by the current government, together with other key policies, such as the 2021 labour reform, which significantly reduced temporary contracts, and the 2024 regulation of domestic work, have helped reduce the gender pay gap from 21.4% in 2018 to 17.1% in 2024.