In addition, occupational pension plans also need to be made more flexible. For instance, Mercer, a leading global consulting firm in the area of human resources, proposes practical steps in its newly published study " The Gender Pension Gap – From Awareness to Action".Īccording to the study, companies can improve women’s career opportunities by offering them more flexible working hours to reconcile work and family, providing the possibility of home office and promoting career flexibility (see also box “Actively shaping your career” initiative at Swiss Life). Our pensions are largely keyed to our working life, for which reason employers can make a significant contribution to reducing the “gender pension gap”. The following measures are currently under discussion at the level of the economy, politics, society and the individual: The subject is being taken up with greater urgency in the public debate. The good news is that the gender-specific pension differential is not a law of nature, but can be reduced.
In Europe, women receive on average around 40% less pension than men. Part-time jobs, lower salaries, longer interruptions of professional life due to maternity - not to mention a longer life expectancy: these factors are among the seven main reasons for the "gender pension gap".
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