The debate over wage equality in Greece is entering a new, more dynamic phase as the General Confederation of Greek Workers (GSEE) has submitted a comprehensive set of proposals to the Ministry of Labor. At the heart of this initiative is the transposition of EU Directive 2023/970, which aims to strengthen the application of the principle of equal pay between men and women through pay transparency and enforcement mechanisms. For GSEE, this is not merely a formal compliance with EU law, but an "antidote" to unfair competition and deeply rooted discrimination in the Greek labor market.
The End of Salary Secrecy
One of the most radical aspects of the Directive, which GSEE insists should be strictly enforced, is the right of job applicants to information. According to the proposal, employers will be required to provide information about the initial pay level or its range, either in the job vacancy notice or before the interview. This shift eliminates the traditional "information asymmetry," where the employer knows the budget but the worker is forced to guess or accept lower pay out of necessity.
Furthermore, GSEE advocates for the total abolition of confidentiality clauses that prevent employees from discussing their salaries. In Greece, many workers are bound by contracts prohibiting them from disclosing their pay to colleagues, a practice that often serves as a "veil" to hide pay gaps between men and women performing the same work or work of equal value.
Technology as a Tool and a Challenge
In the modern workplace, transparency is not just a legal issue but a technological one. The use of Artificial Intelligence in Human Resources (HR Tech) can be a double-edged sword. On one hand, algorithms can be utilized to detect unusual pay discrepancies and automate the reporting required by the Directive for companies with over 100 employees. On the other hand, there is a risk that recruitment algorithms might replicate historical biases, offering lower wages to women based on flawed historical data.
GSEE emphasizes that transparency must extend to the criteria used for determining pay and promotions. These criteria must be objective and gender-neutral. In an age where decisions on raises may be based on data analytics, the need for "explainable" and transparent technology becomes imperative for the protection of labor rights.
Collective Bargaining and Enforcement Mechanisms
The Confederation underlines that individual legal action is not enough. It proposes strengthening the role of trade unions and collective bargaining as the primary vehicle for achieving equality. The proposal includes the participation of workers' representatives in the assessment of pay systems and the conduct of joint pay assessments when a gap of more than 5% is identified that cannot be justified by objective factors.
In parallel, GSEE calls for a robust framework of sanctions for violators, as well as the reversal of the burden of proof: in cases of discrimination complaints, the employer will be the one required to prove that there was no violation of the equal pay principle. This is considered crucial for the effectiveness of the measure, as employees often hesitate to confront management due to fear of retaliation.
Conclusion: Towards a New Social Contract
The transposition of Directive 2023/970 is not a simple bureaucratic exercise. It is an opportunity for Greece to modernize its labor law and create an environment where work is compensated based on value, not gender or momentary bargaining power. Pay transparency, if implemented correctly, can lead to increased productivity, as employees who feel they are paid fairly are more committed and efficient. The question remains whether the political leadership will dare to clash with obsolete practices to bring true equality to the forefront.
