{"id":40601,"date":"2019-09-01T00:00:36","date_gmt":"2019-09-01T00:00:36","guid":{"rendered":"https:\/\/genderpaygap-elimination.pt\/en\/?page_id=40601"},"modified":"2023-12-20T14:00:15","modified_gmt":"2023-12-20T14:00:15","slug":"primeiros-resultados","status":"publish","type":"page","link":"https:\/\/genderpaygap-elimination.pt\/en\/primeiros-resultados\/","title":{"rendered":"Primeiros Resultados"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.7.3″ background_color=”#F1F0EC” background_enable_image=”off” custom_margin=”0px|0px|0px|0px|true|true” custom_padding=”0px||0px||true|false” saved_tabs=”all” locked=”off”][et_pb_row use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”on|desktop” _builder_version=”4.7.3″ background_color=”#ffffff” width=”100%” max_width=”100%” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”50px|30px|50px|30px|true|true” custom_padding_tablet=”100px||100px||true|false” custom_padding_phone=”80px||0px||false|false”][et_pb_column type=”4_4″ _builder_version=”3.27.3″][et_pb_text content_tablet=”<\/p>\n

Solicite um or\u00e7amento sem compromisso<\/h1>\n

” content_last_edited=”off|tablet” _builder_version=”4.7.4″ header_font=”|300|||||||” header_text_align=”center” header_text_color=”#20d17f” header_font_size=”34px” header_2_font=”|300|||||||” header_2_font_size=”25px” text_orientation=”center” background_layout=”dark” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” header_font_size_tablet=”25px” header_font_size_phone=”26px” header_font_size_last_edited=”on|desktop” header_2_font_size_tablet=”22px” header_2_font_size_phone=”18px” header_2_font_size_last_edited=”on|desktop” header_2_2_font_size_phone=”18px” header_3_2_font_size_phone=”18px” header_4_2_font_size_phone=”18px” header_5_2_font_size_phone=”18px” header_6_2_font_size_phone=”18px” header_2_2_font_size_tablet=”22px” header_3_2_font_size_tablet=”22px” header_4_2_font_size_tablet=”22px” header_5_2_font_size_tablet=”22px” header_6_2_font_size_tablet=”22px” header_2_2_font_size_last_edited=”on|desktop” header_3_2_font_size_last_edited=”on|desktop” header_4_2_font_size_last_edited=”on|desktop” header_5_2_font_size_last_edited=”on|desktop” header_6_2_font_size_last_edited=”on|desktop”]<\/p>\n

Results<\/h1>\n

[\/et_pb_text][et_pb_divider color=”#20d17f” divider_position=”center” divider_weight=”1px” _builder_version=”4.7.3″ max_width=”60px” module_alignment=”center” height=”40px” custom_margin=”0px||15px||false|false” custom_padding=”0px||0px||true” locked=”off”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.7.3″ _module_preset=”default” custom_padding=”0px||200px||false|” locked=”off”][et_pb_row disabled_on=”on|on|on” _builder_version=”4.7.3″ _module_preset=”default” disabled=”on”][et_pb_column type=”4_4″ _builder_version=”4.7.3″ _module_preset=”default”][et_pb_text _builder_version=”4.7.7″ _module_preset=”default” text_font_size=”25px” text_orientation=”center”]Available soon.[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.7.7″ _module_preset=”default”][et_pb_column type=”1_2″ _builder_version=”4.7.7″ _module_preset=”default”][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2022\/09\/factsheet.png” title_text=”factsheet” _builder_version=”4.7.7″ _module_preset=”default”][\/et_pb_image][et_pb_button button_url=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2022\/04\/Factsheet-ENG-versao-final.pdf” url_new_window=”on” button_text=”FACTSHEET” button_alignment=”center” _builder_version=”4.7.7″ _module_preset=”default”][\/et_pb_button][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.7.7″ _module_preset=”default”][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2022\/09\/Economic-Case.png” title_text=”Economic-Case” url=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2023\/12\/Policy-Brief-Economic-Case-Abbreviated-version.pdf” url_new_window=”on” _builder_version=”4.7.7″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″][\/et_pb_image][et_pb_button button_url=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2023\/12\/Policy-Brief-Economic-Case-Abbreviated-version.pdf” url_new_window=”on” button_text=”Policy Brief ” button_alignment=”center” _builder_version=”4.7.7″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” disabled_on=”on|on|on” _builder_version=”4.7.4″ custom_margin=”0px||0px||true|false” custom_margin_tablet=”” custom_margin_phone=”” custom_margin_last_edited=”on|phone” custom_padding=”0px||0px||true|false” custom_padding_tablet=”” custom_padding_phone=”” disabled=”on”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” _builder_version=”4.7.4″ width=”100%” max_width=”100%” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false”][et_pb_column type=”1_2″ _builder_version=”4.7.4″ background_image=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2020\/12\/resultados_img.png”][et_pb_divider show_divider=”off” _builder_version=”4.4.9″ height=”300px” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false”][\/et_pb_divider][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.7.4″ custom_padding=”10vh|30px|10vh|30px|true|true” custom_padding_tablet=”100px||100px||true|true” custom_padding_phone=”60px||0px||false|true” custom_padding_last_edited=”on|desktop”][et_pb_text _builder_version=”4.7.4″ header_font=”||||||||” header_text_color=”#ff0016″ header_font_size=”23px” header_line_height=”1.2em” header_2_font=”|600|||||||” header_2_text_color=”#003096″ header_2_font_size=”22px” max_width=”500px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” header_font_size_tablet=”” header_font_size_phone=”20px” header_font_size_last_edited=”on|phone” text_text_align=”center” locked=”off”]<\/p>\n

EEA GRANTS<\/h2>\n

Os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens<\/h1>\n

[\/et_pb_text][et_pb_text _builder_version=”4.7.4″ header_font=”|600|||||||” header_text_color=”#20d17f” header_font_size=”20px” header_line_height=”1.2em” header_2_font=”|600|||||||” header_2_text_color=”#003096″ header_2_font_size=”28px” max_width=”500px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” text_text_align=”center” locked=”off”]<\/p>\n

Primeiros Resultdos<\/h1>\n

[\/et_pb_text][et_pb_cta button_url=”#” _builder_version=”4.7.4″ use_background_color=”off” button_alignment=”center” text_orientation=”justified” background_layout=”light” max_width=”500px” module_alignment=”center” custom_margin=”10px||0px||false|false” custom_padding=”0px||0px||true|false”]Damos a conhecer os primeiros resultados do projeto Os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens, financiado ao abrigo do Mecanismo Financeiro do Espa\u00e7o Econ\u00f3mico Europeu 2014-2021, EEA Grant: Small Grant Scheme #1, \u00c1rea priorit\u00e1ria B, de que a Comiss\u00e3o para a Cidadania e Igualdade de G\u00e9nero \u00e9 entidade operadora.<\/p>\n

O projeto \u00e9 coordenado pelo Instituto Superior de Economia e Gest\u00e3o da Universidade de Lisboa (ISEG-ULisboa), em parceria com o CEMAPRE – Centro de Matem\u00e1tica Aplicada \u00e0 Previs\u00e3o Decis\u00e3o Econ\u00f3mica e o CESIS – Centro de Estudos para a Interven\u00e7\u00e3o Social, e visa estimar os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens.[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” disabled_on=”on|on|on” module_id=”empresa” _builder_version=”4.7.4″ background_enable_color=”off” custom_margin=”0px||0px||true|false” custom_padding=”80px||0px||false|false” custom_padding_tablet=”70px||70px||true|false” custom_padding_phone=”0px||0px||false|false” disabled=”on” locked=”off”][et_pb_row custom_padding_last_edited=”on|phone” _builder_version=”4.7.4″ max_width=”900px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” custom_padding_tablet=”” custom_padding_phone=””][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_cta button_url=”#” _builder_version=”4.7.4″ use_background_color=”off” button_alignment=”center” text_orientation=”justified” background_layout=”light” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” locked=”off”]<\/p>\n

Como ponto de partida de an\u00e1lise, procur\u00e1mos estimar o gender pay gap (diferencial remunerat\u00f3rio entre homens e mulheres) na atualidade (aproximativamente, uma vez que o ano de 2018 \u00e9 o \u00faltimo dispon\u00edvel na base de dados Quadros de Pessoal). De forma a ter uma abordagem longitudinal, decidiu-se recorrer a uma metodologia que permitisse a compara\u00e7\u00e3o com um estudo publicado em 2016 sobre a discrimina\u00e7\u00e3o sexual na forma\u00e7\u00e3o dos sal\u00e1rios no per\u00edodo 1991-2013.<\/p>\n

Tem havido, ao longo do tempo, uma aproxima\u00e7\u00e3o das remunera\u00e7\u00f5es m\u00e9dias de base entre mulheres e homens. Dados oficiais relativos \u00e0 \u00faltima d\u00e9cada demonstram que essa diferen\u00e7a passou, no caso de trabalhadores\/as a tempo inteiro e com remunera\u00e7\u00e3o completa, de 18% (2010) para 14,4% (2018).<\/p>\n

No entanto, o princ\u00edpio da igualdade salarial n\u00e3o se restringe \u00e0s remunera\u00e7\u00f5es de base, pelo que s\u00e3o os valores referentes aos ganhos (soma da remunera\u00e7\u00e3o de base com os pr\u00e9mios, subs\u00eddios regulares, horas suplementares e extraordin\u00e1rias) que devem ser tidos em conta no c\u00e1lculo do gender pay gap. Quando o c\u00e1lculo se baseia na f\u00f3rmula comummente aplicada (GPG simples) \u00e0 diferen\u00e7a entre os ganhos m\u00e9dios das mulheres e dos homens, o diferencial remunerat\u00f3rio em 2018 \u00e9 de 17,7% (trabalhadores\/as a tempo inteiro) e de 20,65% (total de trabalhadores\/as).<\/p>\n

E quando esse diferencial \u00e9 ajustado atrav\u00e9s de uma regress\u00e3o que expurga o efeito das diferen\u00e7as entre as caracter\u00edsticas observadas de homens e mulheres (incluindo a idade, o n\u00edvel de escolaridade e a antiguidade na entidade empregadora), o diferencial (ganhos mensais e por hora) \u00e9 consideravelmente elevado \u2013 cerca de 21% e 20%, respetivamente (Quadro 1).<\/p>\n

Entre os\/as trabalhadores\/as em regime de tempo inteiro, o diferencial remunerat\u00f3rio entre homens e mulheres \u00e9 ainda superior \u2013 aproximadamente 22% e 21%, respetivamente (Quadro 2).<\/p>\n

[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” disabled_on=”on|on|on” module_id=”empresa” _builder_version=”4.7.4″ background_enable_color=”off” custom_margin=”0px||0px||true|false” custom_padding=”29px||80px||false|false” custom_padding_tablet=”70px||70px||true|false” custom_padding_phone=”40px||40px||true|false” disabled=”on” locked=”off”][et_pb_row _builder_version=”4.7.4″ max_width=”900px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_text _builder_version=”4.7.4″ header_font=”|300|||||||” text_orientation=”center” max_width=”810px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||20px||false|false” text_line_height_tablet=”” text_line_height_phone=”1.2em” text_line_height_last_edited=”on|phone” text_text_align=”center” locked=”off”]<\/p>\n

Quadro 1 \u2013 GPG simples e ajustado, todos\/as os\/as trabalhadores\/as\n<\/p>\n

[\/et_pb_text][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2020\/12\/quadro1.png” title_text=”quadro1″ show_in_lightbox=”on” align=”center” _builder_version=”4.7.4″ _module_preset=”default”][\/et_pb_image][et_pb_text _builder_version=”4.7.4″ _module_preset=”default” text_font_size=”13px” text_orientation=”center” text_line_height_tablet=”” text_line_height_phone=”1.3em” text_line_height_last_edited=”on|phone”]Fonte: projeto Os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens, ISEG\/CEMAPRE\/CESIS[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.7.4″ max_width=”900px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”60px||0px||false|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_text _builder_version=”4.7.4″ header_font=”|300|||||||” text_orientation=”center” max_width=”810px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||20px||false|false” text_line_height_tablet=”” text_line_height_phone=”1.3em” text_line_height_last_edited=”on|phone” text_text_align=”center” locked=”off”]<\/p>\n

Quadro 2 \u2013 GPG simples e ajustado, trabalhadores\/as em regime de trabalho a tempo inteiro\n<\/p>\n

[\/et_pb_text][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2020\/12\/quadro2.png” title_text=”quadro2″ show_in_lightbox=”on” align=”center” _builder_version=”4.7.4″ _module_preset=”default”][\/et_pb_image][et_pb_text _builder_version=”4.7.4″ _module_preset=”default” text_font_size=”13px” text_orientation=”center” text_line_height_tablet=”” text_line_height_phone=”1em” text_line_height_last_edited=”on|phone”]Fonte: projeto Os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens, ISEG\/CEMAPRE\/CESIS[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” disabled_on=”on|on|on” module_id=”empresa” _builder_version=”4.7.4″ background_color=”#ffffff” custom_margin=”0px||0px||true|false” custom_padding=”0px||80px||false|false” custom_padding_tablet=”70px||70px||true|false” custom_padding_phone=”0px||40px||false|false” disabled=”on” locked=”off”][et_pb_row _builder_version=”4.7.4″ max_width=”900px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_cta button_url=”#” _builder_version=”4.7.4″ use_background_color=”off” button_alignment=”center” text_orientation=”justified” background_layout=”light” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” locked=”off”]Foi ainda aplicado um modelo de decomposi\u00e7\u00e3o do GPG (Blinder-Oaxaca) para decompor esse diferencial entre a sua parte explicada e n\u00e3o explicada. O vetor de caracter\u00edsticas observadas cont\u00e9m vari\u00e1veis relativas aos indiv\u00edduos (idade, antiguidade na empresa e habilita\u00e7\u00f5es liter\u00e1rias), ao emprego que ocupam (regime de dura\u00e7\u00e3o de trabalho, tipo de contrato, profiss\u00e3o e n\u00edvel de qualifica\u00e7\u00e3o) e \u00e0 entidade empregadora (ramo de atividade, dimens\u00e3o e regi\u00e3o). Para o vetor dos ganhos, considera-se separadamente os ganhos mensais e os ganhos por hora.<\/p>\n

Os resultados apontam para que a componente n\u00e3o explicada do diferencial corresponda a cerca de 59% no caso dos ganhos mensais (Figura 1). A vari\u00e1vel com mais peso na explica\u00e7\u00e3o do diferencial \u00e9 o regime de dura\u00e7\u00e3o de trabalho (a maior parte dos indiv\u00edduos em regime de trabalho a tempo parcial \u00e9 do sexo feminino, estando esse regime associado a ganhos mensais significativamente inferiores). Nesse sentido, a an\u00e1lise mais rigorosa \u00e9 proporcionada pela decomposi\u00e7\u00e3o em fun\u00e7\u00e3o dos ganhos por hora, verificando-se que 83% do gap n\u00e3o \u00e9 explicado pelas caracter\u00edsticas observ\u00e1veis em an\u00e1lise (Figura 2).<\/p>\n

\u00c9 tamb\u00e9m de real\u00e7ar que as habilita\u00e7\u00f5es liter\u00e1rias t\u00eam uma contribui\u00e7\u00e3o significativa na diminui\u00e7\u00e3o do gap (explicado). Tal deve-se ao facto de as mulheres possu\u00edrem um n\u00edvel de escolaridade em m\u00e9dia superior ao dos homens, com esse n\u00edvel associado a ganhos superiores. Em contraste, a afeta\u00e7\u00e3o assim\u00e9trica de homens e mulheres \u00e0s diferentes profiss\u00f5es e ramos de atividade explica cerca de 35% do GPG observado nos ganhos por hora.[\/et_pb_cta][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.7.4″ max_width=”900px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”30px||0px||false|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_text _builder_version=”4.7.4″ header_font=”|300|||||||” text_orientation=”center” max_width=”810px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||20px||false|false” text_line_height_tablet=”” text_line_height_phone=”1.3em” text_line_height_last_edited=”on|phone” text_text_align=”center” locked=”off”]<\/p>\n

Figura 1 \u2013 Decomposi\u00e7\u00e3o do GPG, ganho mensal\n<\/p>\n

[\/et_pb_text][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2020\/12\/Figura1_final.png” title_text=”Figura1_final” show_in_lightbox=”on” _builder_version=”4.7.4″ _module_preset=”default”][\/et_pb_image][et_pb_text _builder_version=”4.7.4″ _module_preset=”default” text_font_size=”13px” text_orientation=”center”]Fonte: projeto Os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens, ISEG\/CEMAPRE\/CESIS[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.7.4″ max_width=”900px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”60px||0px||false|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_text _builder_version=”4.7.4″ header_font=”|300|||||||” text_orientation=”center” max_width=”810px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||20px||false|false” text_line_height_tablet=”” text_line_height_phone=”1.3em” text_line_height_last_edited=”on|phone” text_text_align=”center” locked=”off”]<\/p>\n

Figura 2 \u2013 Decomposi\u00e7\u00e3o do GPG, ganho por hora\n<\/p>\n

[\/et_pb_text][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2020\/12\/figura2_final.png” title_text=”figura2_final” show_in_lightbox=”on” _builder_version=”4.7.4″ _module_preset=”default”][\/et_pb_image][et_pb_text _builder_version=”4.7.4″ _module_preset=”default” text_font_size=”13px” text_orientation=”center”]Fonte: projeto Os benef\u00edcios sociais e econ\u00f3micos da igualdade salarial entre mulheres e homens, ISEG\/CEMAPRE\/CESIS[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” disabled_on=”on|on|on” module_id=”empresa” _builder_version=”4.7.4″ background_enable_color=”off” custom_margin=”0px||0px||true|false” custom_padding=”1px||0px||false|false” custom_padding_tablet=”70px||70px||true|false” custom_padding_phone=”0px||60px||false|false” disabled=”on” locked=”off”][et_pb_row _builder_version=”4.4.9″ max_width=”750px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_cta button_url=”#” _builder_version=”4.7.4″ use_background_color=”off” button_alignment=”center” text_orientation=”justified” background_layout=”light” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” locked=”off”]O projeto visa, por fim, a elabora\u00e7\u00e3o de recomenda\u00e7\u00f5es de pol\u00edtica p\u00fablica, bem como de propostas de interven\u00e7\u00e3o concreta no sentido da elimina\u00e7\u00e3o do diferencial salarial entre homens e mulheres.
\nDever\u00e1 estar conclu\u00eddo no in\u00edcio de 2022.[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” disabled_on=”on|on|on” _builder_version=”4.7.4″ custom_margin=”0px||0px||true|false” custom_padding=”30px||100px||false|false” custom_padding_tablet=”80px||80px||true|false” custom_padding_phone=”0px||60px||false|false” disabled=”on”][et_pb_row _builder_version=”3.27.4″ width=”90%” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||false|false”][et_pb_column type=”4_4″ _builder_version=”3.27.3″][et_pb_text _builder_version=”4.7.4″ text_font=”||||||||” text_font_size=”18px” header_font=”|300|||||||” header_font_size=”34px” text_orientation=”center” max_width=”810px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” header_font_size_tablet=”28px” header_font_size_phone=”22px” header_font_size_last_edited=”on|phone” text_text_align=”center” locked=”off”]<\/p>\n

Working together for an inclusive<\/span> Europe<\/h1>\n

eeagrants.gov.pt<\/em><\/a> | eeagrants.org<\/em><\/a><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” disabled_on=”on|on|on” module_id=”empresa” _builder_version=”4.4.9″ background_enable_color=”off” custom_margin=”0px||0px||true|false” custom_padding=”0px||40px||false|false” custom_padding_tablet=”70px||70px||true|false” custom_padding_phone=”60px||60px||true|false” disabled=”on” locked=”off”][et_pb_row _builder_version=”4.7.4″ max_width=”1000px” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false”][et_pb_column type=”4_4″ _builder_version=”4.4.9″][et_pb_cta button_url=”#” _builder_version=”4.7.4″ body_font_size=”13px” use_background_color=”off” button_alignment=”center” text_orientation=”justified” background_layout=”light” module_alignment=”center” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” locked=”off”]<\/p>\n

1 \u201cAtrav\u00e9s do Acordo sobre o Espa\u00e7o Economico Europeu (EEE), a Isl\u00e2ndia, o Liechtenstein e a Noruega s\u00e3o parceiros no mercado interno com os Estados-Membros da Uni\u00e3o Europeia. Como forma de promover um continuo e equilibrado refor\u00e7o das rela\u00e7\u00f5es econ\u00f3micas e comerciais, as partes do Acordo do EEE estabeleceram um Mecanismo Financeiro plurianual, conhecido como EEA Grants. Os EEA Grants tem como objetivos reduzir as disparidades sociais e econ\u00f3micas na Europa e refor\u00e7ar as rela\u00e7\u00f5es bilaterais entre estes tr\u00eas pa\u00edses e os pa\u00edses benefici\u00e1rios. Para o per\u00edodo 2014-2021, foi acordada uma contribui\u00e7\u00e3o total de 2,8 mil milh\u00f5es de euros para 15 pa\u00edses beneficiados. Portugal beneficiara de uma verba de 102,7 milh\u00f5es de euros. Saiba mais em https:\/\/www.eeagrants.gov.pt\/pt\/<\/a>\u201d.<\/p>\n

2 Cardoso, A. R.; Guimar\u00e3es, P.; Portugal, P.; Raposo, P. (2016), \u201cSobre a discrimina\u00e7\u00e3o sexual na forma\u00e7\u00e3o dos sal\u00e1rios\u201d, Revista de Estudos Econ\u00f3micos do Banco de Portugal, Vol. 2, pp: 47-68.<\/p>\n

3 http:\/\/www.gep.mtsss.gov.pt\/trabalho#igualdade+remunerat%c3%b3ria<\/a><\/p>\n

4 Conven\u00e7\u00e3o n.\u00ba 100\/OIT – Igualdade de Remunera\u00e7\u00e3o de Homens e Mulheres Trabalhadores por Trabalho de Igual Valor, Artigo 1: \u201cO termo \u2018remunera\u00e7\u00e3o\u2019 compreende o sal\u00e1rio ou o tratamento ordin\u00e1rio, de base, ou m\u00ednimo, e todas as outras vantagens, pagas direta ou indiretamente, em esp\u00e9cie ou in natura pelo empregador ou trabalhador em raz\u00e3o do emprego deste \u00faltimo\u201d.<\/p>\n

[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|off” _builder_version=”4.7.3″ background_color=”#003096″ custom_margin=”0px||0px||true|false” custom_padding=”0px|0px|0px|0px|true|true” custom_padding_tablet=”0px||0px|” background_color_phone=”#00458b” background_last_edited=”on|phone” background_enable_color_phone=”on” global_module=”47894″ saved_tabs=”all” background__hover_enabled=”off|desktop”][et_pb_row column_structure=”1_3,1_3,1_3″ use_custom_gutter=”on” gutter_width=”2″ module_class=”LinkFooterBranco” _builder_version=”4.7.3″ _module_preset=”default” width=”95%” max_width=”1200px” custom_padding=”50px||||false|false”][et_pb_column type=”1_3″ _builder_version=”4.7.3″ _module_preset=”default”][et_pb_text _builder_version=”4.7.4″ _module_preset=”default” header_4_font=”||||||||” header_4_font_size=”14px” background_layout=”dark” custom_margin=”||10px||false|false” custom_padding=”||0px||false|false” text_orientation_tablet=”center” text_orientation_phone=”center” text_orientation_last_edited=”on|phone”]<\/p>\n

Funding entity:<\/h4>\n

[\/et_pb_text][et_pb_image src=”https:\/\/genderpaygap-elimination.pt\/en\/wp-content\/uploads\/2020\/11\/LOGO_FOOTER.png” title_text=”EEA Grants” url=”https:\/\/www.eeagrants.gov.pt\/pt\/” url_new_window=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|tablet” _builder_version=”4.7.3″ _module_preset=”default” width=”50%”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.7.3″ _module_preset=”default” custom_padding=”|||40px|false|false” custom_padding_tablet=”|||0px|false|false” custom_padding_phone=”|||0px|false|false” custom_padding_last_edited=”on|desktop”][et_pb_text _builder_version=”4.7.4″ _module_preset=”default” text_font=”||||||||” header_4_font_size=”16px” header_4_letter_spacing=”1px” background_layout=”dark” custom_margin=”||20px||false|false” custom_margin_tablet=”” custom_margin_phone=”20px||20px||false|false” custom_margin_last_edited=”on|phone” text_orientation_tablet=”center” text_orientation_phone=”center” text_orientation_last_edited=”on|phone”]<\/p>\n

CONTACTS<\/h4>\n

[\/et_pb_text][et_pb_blurb url=”tel:+351%20213%20925%20800″ use_icon=”on” font_icon=”%%264%%” icon_color=”#ffffff” use_circle=”on” circle_color=”rgba(0,0,0,0)” use_circle_border=”on” circle_border_color=”#ffffff” icon_placement=”left” use_icon_font_size=”on” icon_font_size=”10px” content_max_width_tablet=”” content_max_width_phone=”” content_max_width_last_edited=”on|phone” disabled_on=”on|on|off” _builder_version=”4.7.4″ _module_preset=”default” background_layout=”dark” custom_margin=”||10px||false|false”]<\/p>\n

Phone: (+351) 213 925 800<\/a><\/p>\n

[\/et_pb_blurb][et_pb_blurb url=”mailto:gpg.e@iseg.ulisboa.pt” use_icon=”on” font_icon=”%%238%%” icon_color=”#ffffff” use_circle=”on” circle_color=”rgba(0,0,0,0)” use_circle_border=”on” circle_border_color=”#ffffff” icon_placement=”left” use_icon_font_size=”on” icon_font_size=”10px” disabled_on=”on|on|off” _builder_version=”4.7.3″ _module_preset=”default” background_layout=”dark” custom_margin=”||10px||false|false”]<\/p>\n

Email: gpg.e@iseg.ulisboa.pt<\/a><\/p>\n

[\/et_pb_blurb][et_pb_blurb title=”ISEG – ULisboa” use_icon=”on” font_icon=”%%249%%” icon_color=”#ffffff” use_circle=”on” circle_color=”rgba(0,0,0,0)” use_circle_border=”on” circle_border_color=”#ffffff” icon_placement=”left” use_icon_font_size=”on” icon_font_size=”10px” disabled_on=”on|on|off” _builder_version=”4.7.3″ _module_preset=”default” header_font_size=”17px” body_font_size=”14px” body_line_height=”1em” background_layout=”dark” custom_margin=”|-40px|10px||false|false”]Rua do Quelhas, n.\u00ba 6, 1200-781 Lisboa – Portugal[\/et_pb_blurb][et_pb_text disabled_on=”off|off|on” _builder_version=”4.7.3″ _module_preset=”default” text_orientation=”center”]<\/p>\n

Tlf: (+351) 213 925 800<\/a>
Email: gpg.e@iseg.ulisboa.pt<\/a><\/p>\n

ISEG – ULisboa
Rua do Quelhas, n.\u00ba 6,
1200-781 Lisboa – Portugal<\/p>\n

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FOLLOW US<\/h4>\n

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