CREDITCALL PROMOTES EQUAL PAY

According to European Union surveys, women have to work two months longer than men to achieve the same annual pay. The average wage gap in the EU is currently 12.73%, while in Slovakia the figure is even higher. For 2022, the gap was as high as 19%, compared to 16.6% in 2021, according to the Slovak Statistical Office. Compared to last year in Slovakia there is again a deterioration in this comparison to the detriment of women. Although conditions are improving on the labour market, the reality of gender inequality is still present and therefore needs to be continuously improved. In order not to lose sight of this fact, this year also marks European Equal Pay Day. It symbolises the day when women stop being paid for the same work compared to their male colleagues, earning a ‘female euro’. The new European directive on transparency in pay also seeks to close this gap. This symbolic term changes every year.

WHAT DOES THE FEMALE EURO MEAN?

This means that from the beginning of November until the end of this year, women will receive only 83 cents of every euro earned by men. Taking into account the days already worked, women in Slovakia will work for free compared to men until the end of 2023.

WHAT ARE THE FACTORS INFLUENCING THE EARNINGS GAP?

• itself Education is not enough. On average, women are educated for more years. In total, women must complete one additional degree to receive the same wage as men with less education.
• Women are more likely to stop working to care for children, family or sick relatives. Maternity/parental leave or absenteeism due to children. This family division of roles is also changing nowadays, with fathers not infrequently taking on these roles and caring responsibilities.
• Age. The gender pay gap will not close as women get older and further along in their careers. In fact, the pay gap for older women is greater than for younger women.
• The biggest identifiable causes of the gender pay gap are differences in occupations and industries where women and men are most likely to work. Women are significantly under-represented in management positions or, for example, in politics.
• Women’s work may be undervalued. Women are more likely to be willing to work in lower paid positions with fewer benefits.
• The COVID-19 pandemic also had an impact, as women were more likely to be at home or to have lost their jobs. As a result of the pandemic, wage growth or bonuses from some companies were also hampered.

IN CREDITCALL WE DO NOT MAKE SUCH DISTINCTIONS

Our CEO @Juraj Balogh says: “As an employer, CreditCall strives to create working conditions that are both sensitive to the family responsibilities of our employees and at the same time create equal financial opportunities for women and men. Our remuneration mechanism does not differentiate the gender of the operator, but the size of the job, while taking into account the effort and skill of the employee. We employ a larger number of women than men, with women making up approximately 85% of our total workforce.”

WE REWARD PEOPLE FOR THEIR SKILL

Thus, the reward in CreditCall depends only on the skill of the operator on the line. We are always happy to welcome capable and enthusiastic people who are willing to work hard. That’s why we create conditions that make them feel good. Whether it concerns equality in pay or flexibility in work. We know that we still have a long way to go to achieve gender equality, but we are proud that we have already taken the first steps.

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Equality between women and men is among the fundamental rights, democratic attributes and manifestations of social justice in most developed countries of the world, including Slovakia.
Equality between men and women is guaranteed by the Constitution of the Slovak Republic. Slovakia became a signatory to the UN Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) in 1993 and ratified the Optional Protocol to the Convention in 2000.