That is not showing solidarity.

That’s why I’m not pessimistic about the election year: We won’t have to hide with what we’ve made of our modest election result. At the moment, you’re working with party members in a program workshop on the SPD election program. Will there be more help for trainees in it? Asking people in times of change only works for my party in exchange for social security. At Corona we see: apprenticeships are breaking down in the double-digit percentage range. It is up to the state to intervene.

We need a training guarantee. We have to give those who did not get an apprenticeship place at the beginning of an apprenticeship year at least a transitional school education. How should that work? We are currently discussing this. I have sympathy for the fact that the state virtually prefers school parts to training. In the endeavor and endeavor that, after the shortest possible time, the economic situation is such that a training company can be found that can guarantee the operational part. In-company training always has priority, but in principle the training is guaranteed up to the professional qualification. And who pays? Even before Corona, we had some large companies that systematically withdraw from training and train according to their own needs.

We Jusos believe it is the right time to discuss regional funds with which these companies can share the costs of training fairly through a levy. Why should the companies do something like this now, when it is economical for everyone because of Corona Difficult? It is not difficult for everyone equally. But of course, we are all sensitized to the difficult situation in many companies. At the same time, training is and will remain an investment in the future of one’s own company. If the big ones hardly train skilled workers, then they shift the costs to the smaller ones.

An example: Numerous Dax-30 companies have recently cut training positions. Some only train for their own needs or even less. That is not showing solidarity.

And since we are all in the same boat in an economy, we consider funds to be an imperative of solidarity towards the trainees and those who are disproportionately involved in training. One of your big topics is rent policy. There is a rent cap in your hometown of Berlin. Will the SPD demand a lid for all of Germany in the election manifesto?

The SPD wants a rent cap for cities with a tight housing market. We already announced this at our party congress in 2019. A rent cap does not, of course, build new apartments, which is why 100,000 socially subsidized apartments per year are another important criterion. But we want and must counteract the exorbitantly rising rents, which in many places have recently grown faster than the wages of employees. The development is no longer just a problem in Berlin or Munich.best college biology essay writing service

It has also arrived in many university cities, for example. We are no longer willing to accept that people have to spend more than a third of their disposable income on rent. A roof over your head is not a “” nice to have “”. Housing is a human right. People live in apartments, and that should be enough to understand why this cannot be just any luxury item on a free market.

Of course, we won’t spare you a career question at the end of the course. In the history of the SPD, only two Juso chairmen have later also become party leaders: Gerhard Schröder and Andrea Nahles. Do you dare to be number three one day? Phew, I always find such questions very tiring.

They are purely theoretical questions. At the moment there are other chairmen with whom I am satisfied. So there is no need to concern myself with it.

And whether I would expect or trust myself to do this in a corresponding situation in the future, I cannot judge today. I don’t have the time machine for that. I am happy with what I am allowed to do at the moment.

I feel that this is a very great privilege. Philip Scupin spoke with Kevin Kühnert. Source: ntv.de “Kevin Kühnert would like to run for the Bundestag next year. (Photo: Gregor Fischer / dpa / archive image) Kevin Kühnert turns his back on the young socialists The current federal chairman wants to run for the Bundestag in 2021. The election of his successor has therefore been brought forward by one year. The Juso federal chairman Kevin Kühnert wants to give up his office early and run for the Bundestag in 2021. The 31-year-old is standing Office available at the federal congress at the end of November, as a spokeswoman for the SPD youth organization confirmed to the German press agency on Monday evening, after the Berlin “” Tagesspiegel “” reported on it.

The new election of the Juso chairman is brought forward by one year. A change in personnel in good time before the federal election in 2021 is the “” best possible time, “said Kühnert to the” Tagesspiegel “. His successor would have deserved to “” put his own stamp on the SPD election campaign. “Kühnert, who is also the SPD’s deputy federal chairman, announced that he would run for the Bundestag election next autumn in the Tempelhof-Schöneberg constituency wool.

This wish was received “” very benevolently “” in the SPD district executive, he told the newspaper.Kühnert was born in Berlin and has been the Juso chairman since 2017. He was re-elected in November 2019. Kühnert became known nationwide as a head of the #NoGroko campaign from the beginning of 2018.

In the race for the new party leadership, the Jusos had supported the duo candidates Saskia Esken and Norbert Walter-Borjans last year, which ultimately also prevailed. Source: ntv.de, nan / dpa “The DGB, the German Women’s Council, the social association Germany and the SPD demonstrated today at the Brandenburg Gate for equal wages. (Photo: imago images / IPON) The difference in earnings between women and men (“gender pay gap”) is 21 percent in Germany. Men in particular like to argue that Women would work part-time more often.

But it’s not that simple either. What is the Equal Pay Day? The German translation of the term – day for equal pay – explains what it is about: equal pay for women and men. The idea was initiated by the “Business and Professional Women” (BPW) association, a network that was founded in the USA in 1919 and is now represented in more than 100 countries by its own account. The idea of ​​Equal Pay Day originated in the USA in the 1960s. The Equal Pay Day has been taking place there since 1996. The Equal Pay Day has existed in Germany since 2008, initiated by BPW Germany. Why today? According to the Federal Statistical Office, the difference in earnings between women and men (“gender pay gap”) in Germany is 21 percent.

If you convert this gap into working hours, women work for free until March 18, as it were. Men in particular like to argue at this point that women tend to work part-time more often and have “” women’s jobs “” that are simply less well paid . That’s true. But the so-called adjusted gender pay gap, which takes such factors out of the equation, is still six percent. And of course one can argue that the fact that part-time work in Germany is predominantly female poses a problem. Incidentally, in a European comparison, Germany is well above the midfield when it comes to the difference in earnings between men and women.

In the EU, the gap is 16 percent. Only in Estonia and the Czech Republic is the gap greater than in Germany. Do women and men see inequality in pay as a problem at all? Yes, although that depends on gender, age and political location. A Forsa survey on behalf of IG Metall recently showed that only 25 percent of Germans believe that women are fully equal to men in this country. 72 percent of German citizens assume that there are areas in which women are disadvantaged. 63 percent of men say this, and 81 percent of women. It can be roughly said that younger people are more likely to assume that women are equal.

Among the supporters of the left, the proportion of those who do not believe in equality for women is particularly high at 88 percent. The AfD is the only party whose supporters believe that women are equal to men (48 to 46 percent). Among those who assume that women are disadvantaged, 76 percent say this is primarily done in terms of pay and remuneration Work (men: 72 percent; women: 78 percent). Won’t the problem solve itself? It’s complicated. First of all: Yes, the gap is getting smaller. “” Women have been among the climbers of the last forty years, “says labor market expert Manuela Barišić n-tv. “They are better educated, they work more, they also increasingly secure their household income and have higher incomes than in the 1970s.” “Barišić accompanied a long-term study on women in the German labor market for the Bertelsmann Foundation.

However, the good news limits them: “” A direct comparison with men shows that they work more often part-time, they work more often in jobs for which they are formally overqualified and have less than half the income across all skill levels, then as now of men. “” Barišić refers to the average disposable income. In contrast to the gender pay gap, this is about the net wage (so that women perform worse because of the splitting of the spouses) including income from capital assets or rental (which men in particular have). In short, the pay gap is only closing very slowly. In 2006, according to the Federal Statistical Office, it was 23 percent. The study by the Bertelsmann Foundation is therefore entitled: “” Catching up without catching up “” Is the gap particularly large in individual professional groups? Yes. A study by the German Institute for Economic Research (DIW) shows that the difference in earnings is not the same in all professions.

It is particularly low in professions with a high proportion of women, such as nursing or social work. For office assistants, Equal Pay Day would be on January 4th. “” The wage gap is particularly high in professions where long working hours are important and where the hourly wage increases disproportionately with the working hours, “” says DIW economist Aline Zucco Result of their study together. In the area of ​​corporate organization, e.g. in management consultancies or controlling, full-time employees not only receive more wages than part-time employees on a monthly but also on an hourly basis. Are there regional differences? There is also a study on this: the union-related Hans Böckler Foundation has found that the wage arrears are particularly large in southern Germany. In Baden-Württemberg women earn on average 22.7 percent less than men, in Bavaria it is 21.9 percent.

The earnings gap is less large in East Germany. In Brandenburg, for example, it is 14.9 percent. Unlike the Federal Statistical Office, whose figures are based on a company survey from 2014, the Böckler Foundation has evaluated information from more than 300,000 employees on the Lohnspiegel.de website. This also explains the differences. “” The trend is the same, “says the foundation’s income analyst, Malte Lübker. “We say there are big differences between East and West, the Federal Statistical Office says there are very big differences.” “The lower values ​​for the wage difference in East Germany cannot be explained by particularly good women’s wages there,” ” but with the large gap between East German men and men in the West, “” as the Böckler Foundation writes.

In Bavaria and Baden-Württemberg, on the other hand, the manufacturing industry, especially the automotive industry, is firmly anchored and offers well-paid jobs, “” in which mostly men work “”. Conclusion: Why is it? Manuela Barišić from the Bertelsmann Foundation gives three reasons : “” First, women are more likely to work part-time and in mini-jobs. In addition, they are more likely than men to be overqualified for what they do. And they work more often in jobs that are paid less. “” But it’s not just that. Women in Germany are structurally disadvantaged in the labor market.

The splitting of spouses, for example, still places a greater burden on second earners. So much for the structural reasons. Elke Holst from DIW names social conventions, corporate cultures and gender stereotypes as the reason why these structures are so stable. “” They often prevent women – but not men – from naturally striving for a well-paid (management) position, keeping career breaks as short as possible or working full-time – and men from working more part-time and doing family work. “” So what to do? Anyone who sees the pay gap as a problem should, like DIW expert Elke Holst, advocate “” more women at all levels of the hierarchy and especially in well-paid high positions as role models. Her colleague Aline Zucco suggests among other things “” Top-Sharing “” as a measure.

Several executives share a position. “” Above all, however, as a boss and as an employee, you have to free yourself from the idea that only those who work long and hard do good work. “” The Böckler Foundation advocates a family policy that “” “” promotes the partnership-based division of labor, for example by extending the partner months on parental leave. “” The splitting of spouses, which creates the false incentive for married women to forego a full-time position, should also be reconsidered. “” Christiane Benner, the second chairwoman of IG Metall, sees collective agreements and co-determination as the best protection against unequal pay. In fact, the DIW study also shows that collective agreements reduce the wage gap. Benner also calls for binding quotas at all levels. “In Germany, more bosses have the first names Michael, Thomas, Andreas, Peter and Christian than there are women at the top of companies.” “This is the so-called Thomas cycle: the number of Thomasse and Michaels on the executive boards is growing stronger than the number of women. Source: ntv.de “According to the Ministry of Family Affairs, more and more parents want a daycare place earlier. (Photo: picture alliance / dpa) According to a new study, there are far too few childcare places for children under three years of age – The trend has been increasing since 2015.