Since this year, the bill on pay transparency should ensure that pay disparities are compensated. The SAP software company now wants to radically apply this. Other companies do not promote the problem.
Walldorf (dpa) – One year after the introduction of the law against wage justice, the SAP software company wants to eliminate the pay gap.
"As a company, we set the same goal for equal work and equal return," said SAP Human Resources Manager Cawa Younosi, the German press service. For this reason, the software company analyzed the wages of its German employees with the help of an external consulting firm.
"The percentage of workers making adjustments is 1.2% of the total workforce in Germany." These gaps should be compensated in December. Outside Germany, SAP started in October.
From this year, women and men in Germany are entitled under the so-called "transparency fee" law to learn in larger companies what their counterparts deserve. In addition, these companies must verify this. The aim is to eliminate injustices between the two sexes. In SAP, however, attention was paid to equal pay, says Younosi. Therefore, the gap was only "very low".
The software company is like many computing companies that are not in collective bargaining. Collective bargaining agreements, such as those from Bosch or Daimler, as well as IBM's IT team, can help to prevent such disputes from scratch. Because the invoice provides for a large part of the workforce, what pay is for which work. "For non-tax officials, similar rules apply, guaranteeing that the payment is based on the level and difficulty of work," says a Daimler spokesman. The same applies to Bosch. You also check regularly whether there are differences in pay for the same job, says a Bosch spokesman.
In the field of IT should be one of the pioneers in the subject of the US group IBM. Since the 1930s, technological concern has been set to ensure that men and women are equally paid. In Germany, IBM also has a domestic collective agreement. Even with the SAP competitor, Microsoft is now based on the principle of "equal pay for equal work".
According to HR Manager Younosi, SAP is now using a "zero tolerance strategy". It's not just gender differences: "We do not want to pay a man worse than another man or woman," says Younosi. However, she confesses: "The proportion of women who are adjusted to pay is slightly higher than that of men." With about 25,000 workers in Germany, 143 men and 123 women have reached the untapped demand. The percentage of women in SAP, as in other IT companies, is only about 30%. SAP has recently employed around 95,000 people worldwide.
The so-called "gender pay gap" usually describes the average wage gap between men and women in all sectors and occupations. In Germany, according to the Federal Statistical Office, it was last at 21%. Women usually earn worse because they work more often part-time and in lower professions, for example in the social field. Excluding these factors, the wage gap is lower but still exists.
But even in business, women sometimes earn less – because they work for part-time work for some time and thus have disadvantages in their careers. According to Christine Muhr, computer secretary at the Verdi syndicate in Baden-Württemberg, this is particularly true for the IT professions.
In order to fill the gap, women should be supported in specialized and managerial positions, a spokesman for the Bosch Technology Group said. For years, Microsoft has been striving to promote a work-life balance with flexible working conditions, thus improving women's career opportunities. Also, in SAP, efforts are being made to attract women, and for example, now part-time jobs are written. "We are doing everything to increase the proportion of women," says Younosi's staff manager. "The problem is that in technology, the total number of women we can recruit is not very high."