Symbolic Policy without Pay Transparency in Croatia

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ID: 338427
2026
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Abstract
Abstract This chapter explains how and why Croatia’s formal commitment to equal pay has yielded largely symbolic outcomes. It shows that an instrument-light framework—anchored in the Labour Act and Gender Equality Act but lacking pay-transparency tools—does not translate principles into practice. EU accession heightened attention and produced new provisions, yet social partners rarely inserted operational clauses into collective agreements; desk reviews found few equal-pay references and almost no actionable mechanisms. Through a Gender Equality Policy in Practice (GEPP) lens, outcomes are gender-neutral: the pay gap persists, gatekeeper repertoires remain unchanged, and societal salience is weak. The chapter argues that progress requires coupling rules with routines and capacity backed by a resourced Ombudsperson/Labor Inspectorate and social-partner toolkits and pilots in feminized sectors. Without this implementation architecture, Croatia risks treating the EU Pay Transparency Directive as another exercise in symbolic compliance rather than a lever for substantive change.
Reference Key
openalex_W7225112605 Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors Andrea Spehar
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Journal Oxford University Press eBooks
Year 2026
DOI
10.1093/9780198972914.003.0013
URL
https://doi.org/10.1093/9780198972914.003.0013
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