The European Union and Employment Relations

Pages 6 (1506 words)
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Despite making attempts to regulate and exercise employment relations at the European level, the most criticised criteria performed on the part of European economies is their apparent inability to create equality on the basis of providing employment. In presence of the Gender Policy of the EU which states vulnerability to be negotiated with Article 119 of the Treaty of Rome, guarantees the principle of equal pay for equal work regardless of sex.


But negotiation of course does not mean the theoretical perspective alone. It requires practical grounds of the policies which shows clear practise of anti discrimination employment policies. Here the EU lacks behind, when it comes to practise the policies. (Amsterdam Treaty, 2007a)
The gender equality report no doubt shows that gender employment issues are almost resolved but the gender pay gap has remained. Despite enhancing article 12 of the Amsterdam Treaty which clearly states that no discrimination would be allowed neither on the basis of gender nor on the grounds of nationality between men and women, women's social position in the labour market is relatively weaker than that of men. (Amsterdam Treaty, 2007a) Women lack behind men in exercising bargain power with employers to negotiate for higher wages. Similarly women lack better access to training, and promotions to supervisory positions.
No matter to what extent gender inequality has negotiated with EU policies, it is evident that the Amsterdam Treaty has taken only small steps to help forward the construction of European citizenship. Indeed, it still fails to guarantee a basic common standard of fundamental social rights to EU citizens. ...
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