No description available.

No description available.

The purpose of this essay is to examine whether the Swedish rules on pay auditing fulfill their aim. It also analyses the European Commission’s proposal for a directive on pay transparency and its possible effects on the Swedish pay audit rules and labour law model. Lastly the thesis discusses whether the proposed directive would help eliminate the gender wage gap in Sweden.                       Through a study of governmental and union reports, it can be concluded that employers failing to comply with pay audit regulation is a prevalent issue. Altogether, this shortcoming can largely be contributed to a general lack of knowledge amongst employers regarding the rules and a lack of supervision from the authorities.                       This essay also investigates how pay audit regulation has affected Sweden’s efforts on eliminating the gender pay gap. The country’s small and medium sized companies show a maximum of a five percent difference in pay between men and women performing comparable work, these small differences make it difficult for employers to conduct pay audits and statistically show any differences in wages. Additionally, pay audit regulation is weakened by employers who use competitive markets as an excuse to explain differences in pay as such methods only serve to uphold the gender pay imbalance.                        Lastly, the essay shows that the European Commission’s proposed directive on pay transparency would require Sweden to make numerous considerable amendments to both its constitution, procedural labor law rules as well as its rules on pay audits. As an EU-wide directive covering a variety of different labour law models, the proposal is far from perfect for Sweden. Its adoption would limit the autonomy of Swedish labour market partners to negotiate and decide wages. In conclusion, state involvement though legislation would have a considerable impact on the fine balance of the current Swedish labour law model.

The gender pay gap has been a hot topic during the last decade and legislation regarding pay equity is increasing in Europe. Continuous work with gender pay equity is essential to avoid costly consequences. There are methods today to find unsubstantiated pay differences, but how could one predict the cost of fixing the pay gap? How can the one predict the cost of making an unequal pay structure equal? How may pay equity methods be explained to people not well-versed in mathematical reasoning? To investigate these questions, the study uses literature, simulations in Python, and a workshop to gather empirical data. Simulation is used to analyse different methods of closing the gender pay gap. The workshop was held at the pay equity SaaS company Pihr. Results suggest several methods to close the gender pay gap that vary in cost and perceived fairness. One can never be absolutely certain of the presence or absenceof gender discrimination, but one can make well-informed estimates using different methods of analysis. The results also suggest that pay equity methods should be explained using informal, non-mathematical words, with examples connected to real-world scenarios in a familiar context for the learner. / Lönegapet mellan män och kvinnor har senaste årtiondet varit ett omdiskuterat ämne och juridiska krav om jämställda löner har blivit alltmer förekommandei Europa. Att kontinuerligt arbeta för mer jämställda löner mellan könen är avgörande för att undvika kostsamma konsekvenser. Det finns idag metoder för att hitta osakliga löneskillnader, men hur kan kostnaden att lösa löneskillnaderna estimeras? Hur kan kostnaden att göra en ojämställd lönestruktur jämställd uppskattas? Hur kan metoder för att stänga lönegapet förklaras för människor utan erfarenhet av matematiska resonemang? För att undersöka dessa frågor samlar studien empirisk data från litteratur, simulationer i Python ochen workshop. Simulation används för att analysera olika metoder för att stänga lönegapet mellan könen. En workshop kom att göras på SaaS-bolaget Pihr somär verksamma inom området. Resultaten föreslår ett flertal metoder att använda för att stänga lönegapet, med varierande kostnad och upplevd rättvisa. Det går aldrig att vara fullständigt säker om könsdiskriminering förekommer eller ej. Däremot är det möjligt att göra välgrundade estimeringar med hjälp av olika analysmetoder. Studiens resultat antyder också att metoder för att stänga lönegapet bör förklaras med ett informellt och icke-matematiskt språk, samt inkludera verklighetsbaserade exempel i en bekant kontext för mottagaren.