What is ISEG doing to reduce the gender pay gap?

ISEG’s support for the reduction of the gender pay gap in the country has been given through the development of research aimed at analysing the impact of public policies and drawing up recommendations for improvement and greater practical effectiveness. Studies have also relied on a participatory methodology through the consultation of key stakeholders in the field, such as the social partners and representatives of the official national institutions – labour office statistics, machinery for gender equality and labour inspectorate. Moreover, research has also sought to elaborate on sophisticated techniques for estimating the gender pay gap (the adjusted gender pay gap) through the application of decomposition models.

At the internal level, ISEG has no autonomy in the wage setting process. The recent establishment of an Equality and Diversity Committee and the Action Plan (under development) – as a result of its participation in the project Promoting Gender Balance and Inclusion in Research, Innovation and Training (PLOTINA) (2016-2020) (a European Union Horizon2020 Project) – are expected to reflect upon the career progress opportunities from a gender-sensitive approach.

How can EPIC be relevant to ISEG?

We see our position as a member of a community of stakeholders willing to share knowledge, experience and information to support countries – and all the respective national institutions – in the process of ensuring the principle of equal pay for equal work or work of equal value. As an academic institution, we are willing to share the scientific outputs of our current research. At the same time, on a complementary basis, we also expect to learn from the other stakeholders’ diverse experiences and knowledge, as well as to link future research to possible new concerns and issues related to the GPG, its causes and consequences.