Commemorating International Women’s Day is especially important at this time. After decades of progress in the fight for equal opportunities for women and men, we are living through uncertain times. The crisis we are experiencing seems to justify any measure, regardless of whether it represents a setback in the progress achieved.
This is what is happening with Royal Decree-Law 3/2012 with regard to equality. If we find worrying aspects for working people in general, the situation is even worse for women. A few days ago, when commemorating European Equal Pay Day, we denounced the fact that the gender pay gap remains very wide. Pay discrimination is one of the factors that may increase as a result of the Labour Reform. Who will dare report that her salary is lower because she is a woman when her job is more at risk than ever?
The María Aurelia Capmany Foundation, in its article “Women first... eliminating labour rights”, considers that the obligation to prepare a report on the gender impact that may be generated has not been respected. Let us remember that Article 19 of the Equality Act 3/2007 states: Drafts of general provisions and plans of particular economic, social, cultural and artistic importance submitted for approval by the Council of Ministers must include a report on their gender impact.
There are many factors that, following the approval of the Labour Reform, may affect women’s paid employment and should have been taken into account. The part-time contract is one example. The aforementioned report by the María Aurelia Capmany Foundation asks whether this type of contract has a woman’s name, and answers in the affirmative. The Royal Decree allows overtime, which “aggravates all the problems of part-time work; and now we cannot even claim that it facilitates work-life balance,” according to María Pazos.
Work-life, personal and family balance has seemed to concern companies and public administrations in recent times; however, the changes introduced by the Royal Decree do not move in that direction. For example, companies will be able to distribute 5% of working hours irregularly throughout the year. Article 11 states: “Company management may agree to substantial changes in working conditions when there are proven economic, technical, organisational or production-related reasons...” The following may be changed:
- Working hours
- Work schedules and the distribution of working time.
- Shift-work arrangements.
- Remuneration system and salary amount.
These are factors that will harm women’s employment, because, as we know very well, women are the ones forced to reconcile work and family responsibilities, whether through reduced working hours, taking leave or carrying out a double working day. It is clear that work-life balance is not being facilitated and that women will be the main ones affected. Shared responsibility is becoming more necessary every day.
