Flexible working arrangements (including flexible working hours, reduced working hours and remote working) should be better valorised for both women and men and not be seen as a cost for the employers who often tend to penalise employees in the form of wage penalties.
Trebalo bi bolje vrednovati fleksibilne radne uvjete (uključujući fleksibilno radno vrijeme, skraćeno radno vrijeme i rad na daljinu) za žene i muškarce umjesto da ih se smatra troškom za poslodavce, koji često kažnjavaju zaposlenike smanjenjem plaće.