{"id":6045,"date":"2019-02-18T10:32:42","date_gmt":"2019-02-18T10:32:42","guid":{"rendered":"https:\/\/amica.es\/es\/?p=6045"},"modified":"2019-02-15T10:35:43","modified_gmt":"2019-02-15T10:35:43","slug":"brecha-salarial","status":"publish","type":"post","link":"https:\/\/amica.es\/es\/brecha-salarial\/","title":{"rendered":"Brecha salarial"},"content":{"rendered":"
[vc_row][vc_column width=”1\/2″][vc_column_text]La\u00a0brecha salarial est\u00e1 condicionada por una serie de factores sociales, legales, econ\u00f3micos<\/strong>, y constituye un concepto que va m\u00e1s all\u00e1 de la premisa igual pago por igual trabajo. Para comparar el salario femenino\/masculino es necesario considerar muchas variables, como el\u00a0tipo de jornada, contrato<\/strong>\u00a0o\u00a0el\u00a0sector econ\u00f3mico en el que se trabaja.<\/strong><\/p>\n

No hay ninguna comunidad aut\u00f3noma en Espa\u00f1a en la que una mujer cobre de media m\u00e1s que un hombre.<\/p>\n

Una mujer tiene que trabajar 52 d\u00edas m\u00e1s al a\u00f1o para cobrar lo mismo que un hombre en Espa\u00f1a.<\/p>\n

La buena noticia es que, gracias a campa\u00f1as de difusi\u00f3n sobre este problema mundial, y aunque la igualdad efectiva todav\u00eda queda lejos, la brecha se redujo\u00a0en comparaci\u00f3n con la encuesta del INE del a\u00f1o anterior, los hombres ganaron un 0,26% menos y las mujeres un 0,40% m\u00e1s.<\/p>\n

En el Plan de Igualdad de Soemca nos marcamos los siguientes objetivos relacionados con la igualdad salarial:<\/p>\n

    \n
  1. Garantizar la igualdad de posibilidades en el desarrollo profesional de mujeres y hombres.<\/li>\n
  2. Favorecer el acceso a la formaci\u00f3n de toda la plantilla.<\/li>\n
  3. Conciliar la\u00a0 ordenaci\u00f3n\u00a0 del\u00a0 tiempo\u00a0 de\u00a0 trabajo\u00a0 para\u00a0 el\u00a0 personal\u00a0 con\u00a0 puestos\u00a0 de responsabilidad, mediante la adopci\u00f3n de medidas que hagan compatible la vida personal, familiar y laboral.<\/li>\n
  4. Garantizar un\u00a0 sistema\u00a0 retributivo,\u00a0 por\u00a0 todos\u00a0 los\u00a0 conceptos,\u00a0 que\u00a0 no\u00a0 genere discriminaci\u00f3n por raz\u00f3n de sexo.<\/li>\n<\/ol>\n

    En el 2015 participamos en el estudio de la brecha salarial promovido por el Instituto de la Mujer, a trav\u00e9s de herramienta de autodiagn\u00f3stico de brecha salarial de g\u00e9nero, con unos resultados muy satisfactorios, ya que nos encontramos \u00fanicamente con una diferencia de 2.5% a favor de los hombres. (siendo el 28% la media nacional)<\/p>\n

    En 2016, recibimos por parte del Instituto de la Mujer y para la Igualdad\u00a0\u00a0\u00a0\u00a0 de oportunidades, un diploma en distinci\u00f3n de \u201cMedidas para combatir la brecha Salarial de G\u00e9nero\u201d.[\/vc_column_text][\/vc_column][vc_column width=”1\/2″][vc_single_image image=”6048″ img_size=”full” alignment=”center” onclick=”link_image”][\/vc_column][\/vc_row]\n<\/div>","protected":false},"excerpt":{"rendered":"

    [vc_row][vc_column width=”1\/2″][vc_column_text]La\u00a0brecha salarial est\u00e1 condicionada por una serie de factores sociales, legales, econ\u00f3micos, y constituye un concepto que va m\u00e1s all\u00e1 de la premisa igual pago por igual trabajo. Para comparar el salario femenino\/masculino es necesario considerar muchas variables, como el\u00a0tipo de jornada, contrato\u00a0o\u00a0el\u00a0sector econ\u00f3mico en el que se trabaja. No hay ninguna comunidad aut\u00f3noma
    Read more<\/a><\/p>\n","protected":false},"author":2,"featured_media":6049,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_joinchat":[],"footnotes":""},"categories":[27],"tags":[],"class_list":["post-6045","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticias-categoria"],"yoast_head":"\nBrecha salarial - Amica - Descubriendo Capacidades<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/amica.es\/es\/brecha-salarial\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Brecha salarial - Amica - Descubriendo Capacidades\" \/>\n<meta property=\"og:description\" content=\"[vc_row][vc_column width=”1\/2″][vc_column_text]La\u00a0brecha salarial est\u00e1 condicionada por una serie de factores sociales, legales, econ\u00f3micos, y constituye un concepto que va m\u00e1s all\u00e1 de la premisa igual pago por igual trabajo. Para comparar el salario femenino\/masculino es necesario considerar muchas variables, como el\u00a0tipo de jornada, contrato\u00a0o\u00a0el\u00a0sector econ\u00f3mico en el que se trabaja. 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