성별격차 해소를 위한 성평등 임금공시제 : 해외 입법 사례 분석과 국내 제도 도입 방향

Abstract

This study examines wage transparency legislation in the UK, Iceland and France to draw lessons for policy reforms. The analysis shows that the objective of the legislation is to compel employers identify the cause of gender wage gap and take appropriate measures to address the discrepancies by implementing specific action plans. The legislative action that are proven to be highly effective are those who have compulsory mechanism including sanctions and that have equal pay audit system in place in order to enforce the law for employers and to push them introduce specific measures to reduce gender gap. From this perspective, the Korean AA policy lacks enforcement mechanism and is rather ineffective in changing company practices. This study argues that to increase the effectiveness of AA, the central government should adopt a mandatory gender gap reporting clause. To increase the institutional effectiveness of the law, the legislation should ensure that the index of each gender gap category is comprehensive to identify the the cause of the gap as well as the intersectionality of employment and gender categories. It also needs to be designed to improve the enforcement of pay gap reporting rules, including sanctions. The government should have systematic compliance mechanism, and consider the use of equal pay auditing processes to enforce employers to assess gender gap more closely and adopt targeted action to address inequalities.