WHAT IS IOE DOING TO REDUCE THE GENDER PAY GAP?

The IOE, as the largest private sector network in the world, with more than 150 business and employer organisation members, is committed with the values associated to gender equality. The IOE enforced these five concrete actions in 2017:

Assessed its internal human resources policies so as to ensure that employees are paid according to their qualifications, experience, skills and competences and that there is no discrimination against any employee because of the gender, among other non-justifiable reasons.

Strengthened an organisational culture based on highly flexible working-time schemes and a consolidated telework policy that strongly supports work-life balance for women and men.

Effectively ensured equal opportunities on leadership’s roles in the Employers’ Group. As an example, four of the most important International Labour Conference Committees were all held by women this year.

Raised awareness of member employers’ organisations on the importance of female talent in the labour market through guidance materials and events (Please refer to www.ioe-emp.org/en/policy-priorities/diversity/ for more information).

The IOE continued to enrich the discussions on gender equality and contributed ideas, best practices and information among its members and in different international forums.

IN WHAT WAY IS EPIC RELEVANT TO IOE?

The IOE is a member of the Steering Committee of EPIC and is keen to play an important role in EPIC’s work.

The work of EPIC adds value to the IOE’s own work on gender equality and it provides a medium for the IOE to express its views on the issue of the gender pay gap and learn from experts in the field.

It is also important for the IOE to inform its members and partners on the latest developments, discussions and best practices on this matter.

The IOE will work closely with the Secretariat on the peer-to-peer policy exchanges (to discuss what works and what doesn’t), advocacy work, knowledge sharing activities and further research.