EU - Gender pay gap in unadjusted form
Source: EUROSTAT, chart by equalpay.sk
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
- High Unadjusted GPG in Eastern and Central European Countries: Estonia (21.3%), Czechia (17.9%), and Slovakia (17.7%) face substantial wage disparities influenced by occupational segregation and traditional gender roles.
- Moderate GPG in Western European Countries: Germany (17.7%) and Austria (18.4%) have persistent wage gaps, while France (13.9%) and Netherlands (13.0%) show more balanced wages.
- Low or Negative GPG in Southern and Northern Europe: Luxembourg (-0.7%), Italy (4.3%), and Romania (4.5%) exhibit near-equal or better wages for women in some cases.
- Progress in Nordic Countries: Sweden (11.1%) and Finland (15.5%) continue to show strong commitments to reducing GPG.
Conclusion
The unadjusted GPG values for 2022 reveal structural patterns that affect earnings. Targeted efforts in high-GPG countries are needed to reduce these disparities further and ensure equitable pay for all genders.
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:
- 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.
- 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.
Gender Pay Gap in Austria
Austria has been working to reduce its gender pay gap over the years. However, it remains higher than the EU average, influenced by occupational segregation, limited representation in leadership positions, and traditional gender roles. Continued efforts are needed to achieve gender pay parity.
Gender Pay Gap in Belgium
Belgium has made significant progress in reducing its gender pay gap over the years. The gap has decreased from 9.5% in 2006 to 5% in 2022, reflecting ongoing efforts towards gender equality in the workplace. However, continuous measures are necessary to further close this gap and ensure equal pay for all.
Gender Pay Gap in Bulgaria
Bulgaria has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in Croatia
Croatia has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in Cyprus
Cyprus has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in Czechia
Czechia has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in Denmark
Denmark has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in Estonia
Estonia has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in Finland
Finland has experienced fluctuations in its gender pay gap over the years. Efforts continue to address wage disparities and promote gender equality in the workplace.
Gender Pay Gap in France
France has been actively monitoring and addressing the gender pay gap over the years. The country has implemented various policies and initiatives aimed at reducing wage disparities between men and women. Notably, the introduction of the 'Gender Equality Index' in 2019 requires companies to assess and publish their performance in terms of gender equality, including pay differences. This measure has increased transparency and accountability, encouraging employers to take concrete actions towards closing the gender pay gap.
Gender Pay Gap in Germany
Germany has been actively addressing the gender pay gap for many years. The country introduced the Wage Transparency Act in 2017, which requires companies to assess and publish their gender pay disparities, enhancing accountability and encouraging proactive measures to reduce wage gaps.
Gender Pay Gap in Greece
The gender pay gap in Greece has significantly declined over the years, reflecting an improvement in wage equality between men and women. In 2008, the GPG was as high as 22.0%, but by 2018, it had dropped to 10.4%. This positive trend highlights Greece's progress in addressing wage disparities. However, updated data for 2022 is not yet available. Continued monitoring and proactive policies remain crucial to ensure sustained progress in reducing the gender pay gap.
Gender Pay Gap in Hungary
Hungary has experienced fluctuations in its gender pay gap over the years. Efforts to address wage disparities have been ongoing, with various policies and initiatives aimed at promoting gender equality in the workplace. Continuous monitoring and proactive measures are essential to further reduce the gender pay gap.
Gender Pay Gap in Iceland
Iceland has achieved remarkable progress in closing the gender pay gap over the years. The country introduced groundbreaking legislation in 2018, making it illegal to pay men more than women for the same work. Since 2006, the GPG has reduced from 24.0% to 9.3% in 2022. Generous parental leave policies and strong public advocacy have contributed to this success, establishing Iceland as a global leader in gender equality.
Gender Pay Gap in Ireland
Ireland has achieved significant progress in reducing its gender pay gap (GPG). Since 2006, the GPG has decreased from 17.2% to 9.6% in 2022. The Gender Pay Gap Information Act 2021 has been a key driver in promoting transparency and accountability, requiring companies to report their GPG data. Initiatives like the Women in Finance Charter have also encouraged greater female representation in senior roles, helping to sustain progress in gender pay equality.
Gender Pay Gap in Italy
Italy consistently has one of the lowest gender pay gaps in the European Union. Over the past two decades, the GPG has remained below the EU average, reaching 4.3% in 2022. Factors such as standardized pay scales in public sector jobs and high part-time employment rates among women contribute to these figures. However, a broader analysis of labor market participation and occupational segregation is necessary for a complete picture of gender equality in Italy.
Gender Pay Gap in Latvia
Latvia has experienced significant fluctuations in its gender pay gap (GPG) over the years. The unadjusted GPG reached 17.1% in 2022, reflecting persistent wage disparities. Key factors include occupational segregation, part-time employment among women, and underrepresentation of women in top decision-making roles. While Latvia has a relatively high proportion of female managers, more targeted policies are needed to address disparities in pay and advancement opportunities.
Gender Pay Gap in Lithuania
Lithuania has achieved considerable progress in reducing its gender pay gap (GPG), which decreased to 12% in 2022 from 22.6% in 2007. Despite this, disparities persist due to sectoral differences and underrepresentation in leadership positions. Continued policy initiatives and representation efforts are essential for achieving wage parity.
Gender Pay Gap in Luxembourg
Luxembourg has successfully narrowed its gender pay gap (GPG), reaching -0.7% in 2022, indicating women earned slightly more than men on average. This progress reflects policy efforts, equitable pay standards, and balanced workforce participation. Continued initiatives to ensure leadership representation and sectoral equality are crucial to sustaining this progress.
Gender Pay Gap in Malta
Malta has experienced fluctuations in its gender pay gap (GPG) over the past two decades. The unadjusted GPG was 10.2% in 2022, indicating that women earned 10.2% less per hour than men. Influencing factors include occupational segregation, part-time employment, and underrepresentation in leadership roles. Continued initiatives are critical to reduce disparities and promote equality.
Gender Pay Gap in the Netherlands
The Netherlands has made steady progress in reducing its gender pay gap (GPG). In 2022, the GPG was recorded at 13%, a significant improvement from 23.6% in 2006. Ongoing policy measures and social reforms are vital to address remaining disparities and ensure gender equality in the workplace.
Gender Pay Gap in Norway
Norway has consistently ranked among the top countries globally in terms of gender equality. However, the gender pay gap (GPG) remains an issue. In 2022, the GPG was recorded at 14.4%, indicating that, on average, women earned 14.4% less per hour than men. Key factors influencing the GPG include occupational segregation, part-time employment, and underrepresentation in leadership roles. Continued efforts are needed to promote gender pay equity.
Gender Pay Gap in Poland
Poland has consistently maintained one of the lowest gender pay gaps (GPG) in the EU. In 2022, the GPG was recorded at 7.8%, a notable rise from 4.5% in 2020. While the GPG remains low, disparities persist in certain industries, highlighting the need for continued initiatives to ensure pay equity and promote gender equality in the workplace.
Gender Pay Gap in Portugal
Portugal's Gender Pay Gap (GPG) reached 12.5% in 2022, reflecting persistent inequalities in certain sectors. While Portugal has made significant progress since its peak GPG of 16.0% in 2015, more work is needed to address disparities in leadership positions and occupational segregation. Continued efforts are critical to achieving true pay equity for all.
Gender Pay Gap in Romania
Romania's Gender Pay Gap (GPG) reached 4.5% in 2022, highlighting a consistent trend of one of the lowest GPGs in the EU. This low GPG can be attributed to equitable wage structures in the public sector, where many women are employed. However, disparities in private sector wages and leadership positions indicate room for improvement. Continued progress is vital for achieving complete pay equity across all industries.
Gender Pay Gap in Slovakia
Over the past two decades, Slovakia has seen a gradual decrease in its gender pay gap (GPG). However, it remains above the EU average, influenced by structural issues such as occupational segregation, limited representation in leadership, and traditional gender roles. Continued efforts are necessary to achieve gender pay parity.
Gender Pay Gap in Slovenia
Slovenia has consistently maintained one of the lowest Gender Pay Gaps (GPG) in the EU. In 2022, the GPG was recorded at 8.2%. Although this reflects an increase from the record low of -0.9% in 2009, Slovenia's progressive policies continue to promote gender equality, particularly in the public sector. Nevertheless, disparities persist in leadership roles and certain private industries, calling for sustained efforts to ensure pay equity across all sectors.
Gender Pay Gap in Spain
Spain has reduced its Gender Pay Gap (GPG) significantly, from 17.9% in 2006 to 8.7% in 2022. This progress is attributed to enhanced legislation promoting equality, greater awareness of wage transparency, and initiatives supporting women in the workforce. However, there is still a need to address gaps in leadership representation and occupational segregation to ensure full pay equity.
Gender Pay Gap in Sweden
Sweden has consistently reduced its Gender Pay Gap (GPG), reaching 11.1% in 2022 from 16.5% in 2006. Policies promoting gender equity, parental leave, and leadership representation have significantly contributed to this progress. However, further improvements are required in addressing private-sector disparities and occupational segregation to achieve full gender pay equity.
Gender Pay Gap in Switzerland
Switzerland's Gender Pay Gap (GPG) has remained relatively stable, with a value of 17.9% in 2022 compared to 18.6% in 2006. Despite efforts to close the gap, factors such as occupational segregation and part-time employment among women contribute to persistent disparities. Structural reforms and policies targeting equality in leadership and private sectors are essential for achieving further progress.
Gender Pay Gap in the United Kingdom
The United Kingdom has seen a gradual reduction in its Gender Pay Gap (GPG) over the years, from 24.3% in 2006 to 19.8% in 2018. However, there is no reported data post-2018. Significant efforts have been made in wage transparency and legislative reforms to close the gap, but further progress is needed in high-paying industries and senior roles to address persistent inequalities.
Introduction
In today's work environment, pay equity is more than just a fundamental assumption of justice and equality - it is a cornerstone of building a fairer and more inclusive society.
The equalpay.sk project was created with the aim of providing comprehensive information, tools, and support for organizations and individuals to understand, identify, and ultimately eliminate pay disparities based on gender, age, ethnicity, or other factors.
Our Mission
Our mission is to enlighten, educate, and support in the area of pay equality. We want to help create a work environment where everyone receives fair compensation for their work, regardless of personal characteristics. Our goal is to change the current state not only by providing information but also through practical tools that will enable organizations and individuals to effectively combat pay disparities.
What Are We Addressing with an AI-Driven Approach?
The equalpay.sk project harnesses AI-driven insights to tackle the intricate challenge of pay inequality in workplaces not just across Europe, but globally. This multifaceted issue encompasses various interconnected challenges:
Lack of Awareness and Education
Many employees and employers are not sufficiently informed about the existing inequalities in compensation, their causes, and consequences. Our goal is to raise awareness and provide educational resources that help recognize and understand this issue.
Legislative Barriers and Shortcomings
Legal frameworks designed to protect against pay discrimination are often insufficient, complex, or not properly implemented. We strive to clarify existing legislative requirements and support initiatives aimed at their improvement and more effective implementation.
Practical Challenges in Implementation
Even when organizations are willing to support pay equality more, they often face practical challenges, such as a lack of tools for analyzing pay structures or strategies to eliminate identified disparities. The project offers access to tools, methodologies, and best practices that facilitate the implementation of pay equality.
Communication Barriers
There is a need for bridges between employees and employers to openly discuss pay policies and equality. We provide a platform for dialogue, increase transparency, and promote a culture of openness and trust.
Sociocultural Factors
Stereotypes and outdated notions about roles based on gender, ethnicity, or other factors still influence decisions on pay issues. Through enlightenment and sharing success stories, we aim to show that diversity and equality bring real value to organizations.
Lack of Transparency in Compensation
Many organizations lack transparent compensation processes, making it difficult to identify and address inequalities. We focus on supporting approaches that increase transparency and allow for a fairer evaluation and compensation of work.
Call to Action
Our mission is to mobilize employees, employers, legislative bodies, and the general public to actively participate in eliminating pay inequalities. We invite everyone to engage in this crucial initiative - through education, dialogue, sharing best practices, and supporting legislative changes - so that together, we can move towards equal pay for all.
Contact
Email
admin@equalpay.sk