EU: Companies with more than 100 employees must disclose wages to make pay gaps visible

The European Council, the Commission and the Parliament have agreed on the main points of the new EU Pay Transparency Directive. The directive aims to end the pay gap between women and men. In the future, companies with more than 100 employees will have to publish average salaries for the same work or work of equal value. Gender pay gaps must be eliminated in cooperation with social partners. Otherwise, there is a threat of fines. 
“Today is a good day, not just for women, but for all workers,” says Evelyn Regner, vice president of the EU Parliament. She has fought for years for the EU directive for pay transparency. In December, the European Council, the EU Commission and the Parliament have now agreed on the most important points of the directive. An essential step, because in Europe, women still earn on average 14 percent less than men in comparable positions. 
Employees gain insight into wage levels
Above all, a lack of transparency makes it difficult to reduce the gender pay gap. It is considered one of the main obstacles. The new directive aims to change that. In the future, all employees of a company will be able to see the wage structures of their colleagues—at least for people who do the same or comparable work. It does not matter how large a company is. 
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Information about individual wages or the average wage for the same or comparable work forms the basis for fair pay regardless of gender. After all, this is the only way to make discriminatory wage differences visible and correct them through complaints or legal action. 
“With the new law, we have made good progress towards reducing the gender pay gap and ensuring that all employees in Europe receive the same pay for the same work or work of equal value” Evelyn Regner, Vice President of the EU Parliament. 
Companies must disclose any wage differentials between male and female employees
Companies with more than 100 employees must make wage structures publicly available and report them to a monitoring body. It must be made clear whether there are differences or pay gaps between the sexes. 
If the wage gap exceeds 5 percent, the company must develop and implement measures in cooperation with the social partners (e.g., employee representatives, trade unions). However, only if the difference cannot be attributed to objective factors. 
The disclosed data will make cross-industry comparisons possible. This will make the full extent of wage inequality (even) more visible. This will also increase awareness of the problem for employers and employees. 
Penalties and sanctions for violating the EU Pay Transparency Directive
The directive places greater responsibility on individual companies and EU member states. They must publish wage data, make it available to the public and the workforce, and report it to a monitoring body. In the event of violations, the companies concerned face fines. These are to be set and enforced by the member states. 
The newly gained transparency gives employees the opportunity to stand up for their rights from the outset. Companies that pay women and men unequally will have a harder time in the future. 
HR managers are no longer allowed to ask about applicants’ current salaries.
Wage inequality often begins in the job interview. Applicants are asked about their current salary, which then serves as the starting point for negotiations. This deepens gender pay gaps. With the new directive, HR managers will no longer be allowed to do this.
The EU-Parliament also agreed on a new directive to give platform workers more rights. Including minimum wage, social security and paid vacation. Läs mer…

EU Directive: Minimum wage, social security and paid vacation for platform workers

Despite massive pressure from platform operators, the EU Parliament agrees on a directive for more rights for platform workers. In principle, they will be considered employees—with all employment and social security rights. That means: minimum wage, paid vacation, social security and benefits in case of illness and unemployment. The directive is set to end the precarious working conditions of platform work, make the algorithms used more transparent and bring 5.5 million people out of bogus self-employment. 
More than 28 million people in the EU currently work for a digital platform. They deliver food for Deliveroo, clean for Helping, or drive for Uber. The European Council expects that number to rise to 43 million by 2025. The vast majority work independently. It is estimated that 5.5 million of them are false self-employed. As a result, they do not receive the social and legal protection to which they are entitled by law. The new directive aims to change that. 
EU-Directive for platform work: More protection and rights for employees
Platform operators like to present themselves as the pioneers of flexible, modern and self-determined work. What sounds good on paper, however, creates precarious working conditions in reality. Almost 5.5 million people in the EU suffer from this. This is because they work as bogus self-employed workers, although according to the definition they should be employees. 
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They have no social security, no sick pay, no paid vacation and no collective bargaining. They struggle with irregular working hours, high workloads and constant availability. Platform operators are the main beneficiaries. 
“Protecting all workers in the digital age should be as easy as ordering food or a cab by smartphone. All employees are entitled to employee and social rights, i.e., fair pay, social security, sick pay and inclusion in collective bargaining. Agnes Jongerius, employment policy spokeswoman of the S&D Group.
With the new Directive on Platform Work, platform workers in principle will be employees—with all employment and social security rights. The burden of proof with regard to employment status will lie with the platforms in the future. This means that platform operators will have to prove that it is not an employment relationship but a self-employed activity.  
Are Platform workers employees?
The EU-Directive formulates control criteria that determine whether a digital work platform is an employer. If two of the following criteria apply, then this is the case:
Criteria that defines digital work platforms as employer

Determination of the amount of remuneration or setting of upper limits for remuneration.
Monitoring of work performance, including by electronic means (e.g., algorithms)
Restriction of the freedom to choose working hours or absences, to accept or decline tasks, or to use the services of subcontractors or substitute employees
Prescribing certain binding rules regarding appearance and behavior toward the recipient of the service or regarding work performance
Restricting the ability to build a customer base or perform work for third parties
If a digital platform is an employer, then the employees are entitled to full employment and social security rights. This includes the minimum wage (if there is one), regulated working hours and health protection, paid vacation, unemployment and sickness benefits, as well as a retirement pension and involvement in collective bargaining.

If a digital platform is an employer, then the employees are entitled to full employment and social security rights. This includes the minimum wage (if there is one), regulated working hours and health protection, paid vacation, unemployment and sickness benefits, as well as a retirement pension and involvement in collective bargaining. 
More algorithmic transparency
Many platform operators use algorithms to organize and control their employees. Yet most algorithms resemble a black box. Decisions they make are not comprehensible to those affected. Who is hired, who is terminated, how is performance evaluated, and who gets new assignments?
The new directive will make these processes more transparent. Employees should also be able to legally challenge automated decisions. In addition, humans will have to monitor the working conditions and not, as in some cases, algorithms. Above all, algorithms should not have access to the sensitive and personal data of employees (gender, origin, political views, trade union membership). 
The directive now comes to vote in trilogue with Council and Commission
A large majority in the relevant committee of the Parliament adopted the text of the directive. It will form the basis for negotiations in the upcoming trilogue with the Council and the EU Commission.  Läs mer…

Rewarding “Good” Companies—How the Economy for the Common Good Wants to Change the World

The Economy for the Common Good (ECG) is an alternative to the existing economic model of capitalism, including the pursuit of profit and constant growth. The ultimate goal is a good life for all people. The idea: the state supports companies that produce in an environmentally friendly way and pay their employees fairly. Through favorable loans and tax breaks, they receive a clear advantage and can thus operate even more successfully. Piece by piece, this could lead to a sustainable and socially just economic system.

Let’s imagine that a small café, a local carpentry shop and a family bakery are suddenly more successful than the branches of the large global corporations. The reason: the state supports them with favorable loans, investment aid and tax breaks because they operate more sustainably, socially and fairly. The corporations, on the other hand, have to pay higher taxes because they exploit their employees and destroy nature. This deliberately gives small businesses a clear advantage over corporations and enables them to assert themselves on the market with their fair and sustainable products.
A utopia? From today’s perspective, yes. But in the sense of the Economy for the Common Good, this is what our economic reality could look like. 
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Economy for the Common Good Explained: What is it?
The Economy for the Common Good (ECG) is an alternative to the existing economic model of capitalism. The primary goal is a good life for all people, and not the maximum enrichment of a few company owners. It is an ethical market economy based on basic human values. The focus is on human dignity, solidarity and justice, ecological sustainability, transparency and co-determination. Values that are also shared by almost all democratic constitutions. 
One of the strengths of the Economy for the Common Good is that it links to core elements of the capitalist market economy: corporations, credit, trade, markets, property. However, it transforms these elements by consistently placing them at the service of overarching values—human dignity, solidarity, justice, sustainability, democracy. It is therefore transformation and evolution, not “disruption” or “system change.” (Christian Felber, founder of the Economy for the Common Good)
These overarching values are only a proposal. The concept envisages that they will be (further) developed jointly in a democratic process. 
Sustainability for People, Environment, and Economy
The Economy for the Common Good understands sustainability as being, not only the resource-conserving use of nature, but also respect for human dignity as well as free and successful economic activity as part of an ethical market economy. 
The three Pillars of Sustainability

 Upholding human dignity
Respectful treatment of nature
Entrepreneurial freedom and success within the framework of an ethical market economy
ECG leads to more sustainability, as it promotes those companies that operate in an environmentally friendly and socially responsible manner. Through loans, investments and tax breaks, they gain a clear advantage over others and thus prevail with their products on the market.
Following this simple principle, it would simply no longer be worthwhile to disregard human dignity, destroy the environment or drive inequality in society for the profits of a few. Step by step, this could lead to an economic system in which careful use of our finite resources pays off—while reckless and exploitative behavior does not. 
Many people are now looking for meaningful work. Sustainability is particularly important—especially among the younger generation. This is another advantage for companies that focus on the common good: many of their employees feel significantly more satisfied  they see their work as making a contribution to the common good.
The “common good balance sheet” measures exactly how much a company contributes to the common good. 
Common Good Economy Goals: Democratize the economy
Through a new economic order and a fundamentally new way of thinking about business, the common good economy aims to achieve a good life for all. This is its ultimate goal. Everything is to be discussed anew and decided democratically:
ECG Goals: Democratize the Economy

Should a CEO really earn 300 times as much as an employee? Or wouldn’t 10 times be fairer? Of course, there should be more pay for more responsibility. But at the moment there is a lack of proportionality. Because such high salary differences endanger social cohesion.
Shouldn’t toxic sprays be banned altogether, even if a global corporation is resisting one  with all its might? After all, every single person bears the health consequences. Wouldn’t it be fairer if they were the ones to decide?
Eight billionaires own more than the poorer half of the world’s population. Is that still fair? Or do we need a wealth cap, higher inheritance taxes and a fairer distribution of property?
How high should the minimum wage be? Is 12 euros per hour (Germany) enough? Is it okay that there is none at all in Austria?
The Economy for the Common Good wants to put control over our future back into the hands of democracy. An accumulation of capital, money and consequently power should only be possible to a limited extent. Where this limit lies, all people should decide together.
The common good balance sheet: This is how it is assessed
With the common good balance sheet, a company, university, city, or municipality can measure its contribution to the common good.
Contribution to the Common Good

Are the raw materials used mined in an environmentally friendly way?
Are there human rights violations in the supply chains?
Does the customer benefit take precedence over the company’s own sales aspirations?
Are all those involved paid fairly?
Is transparency ensured in dealings with employees?
One of these companies is the sporting goods manufacturer Vaude. Vaude pays attention to the highest ecological standards in textile production. With the Common Good balance sheet, the company can measure the resulting contribution to the common good. 
The Common Good Matrix (graphic: www.ecogood.org/)
The Common Good Balance Sheet is based on the Common Good Matrix and rates companies in 20 categories with + or – points. Plus points are awarded, for example, for resource-conserving and environmentally friendly business practices, fair wages and social working conditions. Minus points, on the other hand, are awarded for environmentally harmful behavior or disregard for human rights. The more plus points a company has, the more it contributes to the common good. 
The Economy of the Common Good advocates that such a balance sheet would be mandatory for companies and, above all, would have legal and economic consequences. Companies with a high score would receive certain advantages, such as lower taxes, more favorable investments, or would be given preference in the awarding of public contracts. This would create concrete incentives to operate and produce in a sustainable and socially responsible manner.
Around 1,000 companies in 35 countries are already drawing up a common good balance sheet and have decided to pursue social goals beyond mere profit maximization. These include well-known companies such as Vaude, Sonnentor, Windkraft Simonsfeld, the Trumer brewery and the Freistadt brewery community.
Pros & cons of the Economy of Common Good: advantages and disadvantages for society
The basic values of the common good economy (human dignity, solidarity, justice, sustainability, and democracy) result in the following benefits: Pros & Cons of the Economy of the Common Good

Sustainability: By committing to sustainable and resource-conserving production, we save our planet. 
Transparency: The common good balance sheet makes the behavior of companies comprehensible and transparent for society. 
Solidarity and justice: Social cohesion and solidarity with one another grow as inequalities and injustices are reduced. 
Equality of opportunity: A wealth cap (for legal entities: e.g., a limited liability company, stock corporations or trade associations) reduces the differences between rich and poor. This leads to greater equality of opportunity. This is because wealth and private ownership contribute significantly to economic, social and also political inequality in a society. Today, the rule is: those who are rich get richer. Those who are poor remain poor. 
More democracy: In Austria, 90 percent want a new economic order—in Germany, the figure is 88 percent (Bertelsmann Foundation survey, 2012). People want change, but in the current model they have no voice. It’s quite different in the common good economy: here, they would vote together on every aspect of the economy. Everything would be up for debate: Is it fair, for example, for a manager to earn 300 times that of a regular employee? Wouldn’t 10 times be enough?     
Less lobbying: Lobbying and corporate influence on political decisions would simply no longer be possible, as the common good would be the ultimate goal. As a result, global corporations and extremely wealthy individuals would lose the basis of their power and influence. 
Human dignity: No more exploitation, as the economic consequences (more taxes and duties) would make it no longer worthwhile.
Disadvantages would arise mainly for those who exploit the current situation and profit from the fact that people and the environment are exploited, that political influence is possible and that there are no real consequences for it (yet).
The Criticism: The Effort and the limited Freedom
The Austrian Chamber of Commerce criticizes the bureaucratic effort that this could create. Not only would one have to draw up a common good balance sheet for every company, but one would also have to define the tax and social advantages and disadvantages that result from this. 
But if you think back, you will see that the introduction of general accounting also involved a lot of effort. So should we really ask ourselves whether it would be too burdensome? Or shouldn’t we better ask: does a company benefit the environment, peace, people? Does it contribute to the general welfare of society, or does it do more harm?
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Of course, a new balance sheet would be a costly undertaking—but one that would be worthwhile for companies and society. It would help them reflect on their own actions, classify them and, if necessary, adjust them to contribute to a better society. Which, at the end of the day, is also in their best interest. 
It is also often criticized that the common good economy would restrict the freedom of companies and individuals too much. However, it is questionable how much of a restriction there can be when entrepreneurial freedom means the exploitation of people and nature. 
Our society is built on restrictions—that’s the only way coexistence and freedom work. For example, we do not race through the inner city at 200 km/h because that would be too dangerous for everyone involved. We also do not solve conflicts with violence, but in court. Restrictions are necessary—but only we as a society should decide on them.
The Economy for the Common Good: Examples
Worldwide, there are nearly 60 practicing cities and communities, 175 active regional groups, and 200 universities committed to the common good economy. These people have chosen it because they no longer want to watch large corporations destroy the environment and erode democracy. They want to see meaning in their work again, and working together for a better society gives them just that. The reasons and the exemples for their commitment are numerous and could not be more different, but they all have one thing in common: dissatisfaction with the current situation and the will to change something. 
Good Practices:

Valencia: Since 2021, the autonomous region has been promoting companies that produce sustainably and that have drawn up a common good balance sheet. A total of 700,000 euros in funding will be awarded.
Hamburg: In the future, public companies will be required to comply with the United Nations’ Sustainable Development Goals. To monitor compliance, they are to draw up a common good balance sheet.
Common good balance sheet in banks: Vorarlberger Landesversicherung, Raiffeisenbank Lech and Dornbirner Sparkasse already prepare common good balance sheets. The pioneer in Germany was Sparda-Bank München. Former Chairman of the Board Günter Grzega: “In the course of our common good reporting, my successor abolished all bonus payments at Sparda-Bank München. As a result, two out of a total of 700 employees left the company. And that was a good thing.”
Common Good account: The “Gemeinwohl Konto” is a cooperative project between the “Genossenschaft für Gemeinwohl” and the environmental center of Raiffeisenbank Gunskirchen. The goal is to use money specifically for undertakings that serve the common good and thereby contribute to a change in the monetary and financial system. This is made possible by a rather simple step: a separate accounting cycle guarantees that money to the value of all deposits in common good accounts is allocated as financing for common good-oriented projects. This way, all account holders know that their money contributes to the common good.
Faced with the climate crisis, the gap between rich and poor, and the crisis of confidence in politics and democracy, transforming the current economic system towards a common good economy could defuse, if not solve, many global problems.
Constraints will result from this. However, these restrictions will not curtail our freedom, but will set in motion a democratic process that can make all our lives better.  Läs mer…