he pay gap between women and men in the 21st century remains shrouded in mystery. Yes, we are in 2021. What seems to have no apparent justification has been going on for several years. We were, therefore, looking for the reasons that continue to sustain the gender wage inequality.
The data are from the European Commission and point to a discrepancy that has been dragging on for years. In 2018, in the European Union, women earned, on average, 14.1% less per hour than men.
The data are from the European Commission and point to a discrepancy that has been dragging on for years. In 2018, in the European Union, women earned, on average, 14.1% less per hour than men.
The most curious thing is the similarity that spreads across all European countries. Men continue to earn a higher salary without apparent justification – other than that which dates back to centuries past, when women participated little or nothing in society.
It seems, however, that the possible explanation goes beyond these facts. The numbers point to several reasons: the sectors in which women work (generally the lowest paid ones), the amount of unpaid work they accumulate, as well as the care and education of children.
What is gender wage inequality?
It's relatively simple to understand this concept, as it refers to the difference in wages between women and men – something you’ve probably heard about already.
In fact, this is a recurrent theme. The number of times it is spoken about should, on the one hand, be higher; on the other hand, it seems that, no matter how many times we speak about it, it is never enough. The situation does not change, with men still earning more than women – not only in Europe, but in the rest of the world.
Gender wage inequality exists for several reasons, which we will understand in this article. And the truth is that, however “unfounded” the topic may seem, the difference remains.
A Payscale report studied the situation and reaching conclusions that, while interesting, are cause for alarm nowadays.
The numbers indicate that the range has not narrowed. The report states that, "in 2021, women earn 82 cents for every dollar men earn". However, when other factors are considered (such as years of experience, industry, level of education and location), the gap narrows to 2% between women and men – in other words, Payscale clarifies that the gap moves to 98 cents.
The numbers indicate that the range has not narrowed. The report states that, "in 2021, women earn 82 cents for every dollar men earn". However, when other factors are considered (such as years of experience, industry, level of education and location), the gap narrows to 2% between women and men – in other words, Payscale clarifies that the gap moves to 98 cents.
At first glance, the data doesn't look worrisome, right? And all of it because, as in any study or investigation, it is important to compare the results of previous years to see if there are improvements after all.
And that is when we notice that, in 2015, this difference was fixed at 97 cents (of a dollar). This means that, since then, women have only earned one cent more than men.
Why does this wage inequality still exist?
It is difficult to see clearly and objectively why women continue to earn less than men. But the reasons are there, even if you don't understand them. It was also for this reason that the OECD (Organisation for Economic Co-operation and Development) studied the reasons that could be behind these differences.
It is difficult to see clearly and objectively why women continue to earn less than men. But the reasons are there, even if you don't understand them. It was also for this reason that the OECD (Organisation for Economic Co-operation and Development) studied the reasons that could be behind these differences.
To differentiate them, the organisation gave them two distinct names: “glass ceilings” and “sticky floors”.
They interpret the first ones as obstacles. Personal events that happen in women's lives that, in turn, affect their professional world – preventing them from progressing in their career (whatever their career is). One of the examples mentioned by the OECD is related to the availability of women. Due to personal responsibilities, such as taking care of the children or assuming domestic tasks (at home), the woman does not apply for new positions, nor for the promotion of her current role. Instead, she looks for part-time solutions that allow her to manage both worlds. The European Commission comes forward with the same conclusions in this field.
In turn, the “sticky floors” refer to the disadvantages that women face in their career, regardless of the stage they are at. In this case, the OECD refers to the moments when a woman finds her first job, as well as the day she decides to retire. At any of these stages, managers tend to propose low salaries or assume that the woman is not properly qualified, or competent, for the position in question.
Apparently, women prefer another type of benefit, such as living close to the workplace, being able to work remotely and also flexible hours. One of the reasons that explain the salary difference between women and men also seems to be this one.
Gender wage inequality: the next steps
The need to equalise the wage situation between women and men remains urgent. Once the reasons that support this difference are understood, it is time to act and alert companies so that the attention paid to this issue increases more and more.
It is clear that the solution will not be quick. We are not talking about instant measures because, if implemented, they will uncover the lack of support. A long-term plan is needed, one that understands, in detail (and applied to each company), what can be improved in the organisational culture and in the support that women need.
(Un)fortunately, women continue to be seen ( by some companies) as “greedy” when they ask, for example, for maternity leave – when there are many who postpone the decision to get pregnant for fear of losing their job or being demoted.
(Un)fortunately, women continue to be seen ( by some companies) as “greedy” when they ask, for example, for maternity leave – when there are many who postpone the decision to get pregnant for fear of losing their job or being demoted.
This leave is frowned upon by some managers. It is not seen as a basic need, but as an “advantage” for “a few more days of vacation”. Prejudices like this must therefore end quickly. A kind reminder of the year we're in: 2021.
Among the measures to implement so that the wage gap between women and men ends, Forbes suggests some important points:
• Communication transparency. They suggest "sharing among employees the salaries and benefits that each one earns";
• Forbid employers from basing hires on each person's salary history;
• “Have companies regularly review internal compensation data to ensure that there is not a pattern of salary discrepancy between male and female employees".
The road is long, but not impossible. A balance is needed between the salary that is actually earned and the emotional one. It is necessary to clearly understand the benefits of working for a particular company. The organisational culture has to change and respect, in the same way, vacation days, maternity or paternity leave, as well as periods of sick leave. Only this way will it be possible to precisely equalise the gains of both genders.
