Summary of 2022 Gender Pay Gap (Unadjusted)

The 2022 Gender Pay Gap (GPG) data for EU countries reflects unadjusted GPG values. This unadjusted metric represents the difference between average gross hourly earnings of men and women across the entire economy without accounting for specific factors that may influence earnings, such as occupation, education level, work experience, or hours worked.

Methodology and Meaning of Unadjusted GPG

The unadjusted GPG is calculated as the difference in average gross hourly earnings between men and women, expressed as a percentage of men's earnings. This measure provides a broad snapshot of gender-based wage disparities in each country, but it does not adjust for:

• Occupational Segregation: Women and men are often employed in different sectors, with women more likely to work in lower-paying fields (e.g., caregiving, education) compared to men, who may work in higher-paying sectors (e.g., technology, finance).
• Work Hours and Part-Time Work: Women are more likely to work part-time due to family responsibilities, which affects average earnings.
• Education and Experience: Differences in educational attainment, years of experience, and career breaks can impact earnings but are not considered in this measure.

Thus, while the unadjusted GPG highlights broad patterns of wage disparity, it does not directly indicate pay discrimination within similar roles or occupations. Instead, it reflects the combined impact of both gender-based wage inequality and workforce segmentation by gender.

Observations and Findings from 2022 Unadjusted GPG Data

1. High Unadjusted GPG in Eastern and Central European Countries:
   • Estonia has the highest unadjusted GPG in 2022 at 21.3%, with similarly high values in Czechia (17.9%), Latvia (17.1%), and Slovakia (17.7%). This suggests that these countries face substantial wage disparities, likely influenced by occupational segregation and traditional gender roles that channel women and men into different types of jobs.
2. Moderate GPG in Western European Countries:
   • Germany (17.7%) and Austria (18.4%) have relatively high unadjusted GPGs, reflecting persistent wage gaps in these countries despite strong economies. These figures may indicate structural challenges, such as concentrated employment in specific sectors or high rates of part-time work among women.
   • In comparison, France (13.9%) and Netherlands (13.0%) show lower GPG values, suggesting more balanced wages but still above the EU average.
3. Low or Negative GPG in Southern and Northern Europe:
   • Luxembourg reports a slightly negative GPG of -0.7%, meaning that, on average, women earned slightly more than men in 2022. This could result from a unique labor market structure or specific policies supporting gender wage parity.
   • Countries like Italy (4.3%), Romania (4.5%), and Belgium (5.0%) also exhibit low GPG values, indicating that these countries have achieved closer wage parity. This likely reflects more balanced sector representation or policies promoting equal pay.
4. Gender Pay Gap Below 10%:
   • Ireland (9.3%), Poland (7.8%), and Portugal (12.5%) demonstrate moderate GPGs, suggesting that while wage disparities exist, they are less pronounced compared to higher-GPG countries. These countries may benefit from policies or social factors that encourage more equitable pay.
5. Progress in Nordic Countries:
   • Sweden (11.1%) and Finland (15.5%) display relatively low GPGs in line with their strong commitments to gender equality. However, Finland's GPG is slightly higher than Sweden's, suggesting there are still wage disparities to address.
6. Persistent Challenges in High-GPG Countries:
   • Countries with high GPGs, such as Estonia, Czechia, and Germany, highlight ongoing challenges. In these countries, structural barriers like occupational segregation and traditional gender roles continue to influence earnings and contribute to the GPG.

Conclusion

The unadjusted GPG values for 2022 provide a broad look at wage disparities across the EU. While they do not directly indicate discrimination within the same roles, they reveal structural patterns that affect earnings, such as occupational choices and labor force participation. Countries like Luxembourg, Italy, and Romania show near-equal or even higher earnings for women on average, while others, such as Estonia and Czechia, still have large gaps.

The unadjusted GPG is a valuable indicator for identifying areas where gender-based wage disparities persist, highlighting the need for targeted efforts to reduce these gaps, especially in countries with consistently high GPGs.

Understanding the Unadjusted Gender Pay Gap (GPG)

The unadjusted Gender Pay Gap (GPG) does not directly measure discrimination or "equal pay for equal work." Instead, it reflects two main factors:

1. Differences in Job Types and Characteristics: Men and women often work in different jobs and industries and may have different characteristics, such as age, that affect earnings in the labor market.
2. Wage Disparities within Similar Characteristics: There are wage disparities that exist even when men and women have similar job characteristics.

This measure provides a general picture of wage inequality but does not isolate cases of direct pay discrimination within the same roles.