Iceland's example should be improved on, not followed. A country mandating equal, completely non-transferable family leave for both men and women would begin to degrade the stereotype propping up the pay gap. If men and women must both take time off to take care of a child, and if they are actively encouraged to put equal effort into child-rearing -- something that can only be good for children -- employers will cease to regard men as the more committed workers.
But what does “equal pay” mean? And how do we know when it’s been achieved? By understanding the different interpretations of “equal pay” and by taking a closer look at out how companies can mitigate the gender pay gap, we can: 1) start to use the term more accurately, and 2) more effectively unpack what companies and other stakeholders need to do to tackle the gap.