Wage Inequality

he gender wage Inequality is defined as the difference between the average work accidents with sick leave, and unpaid leave for personal matters. In the latter case, the firm may cut the employee’s salary received by men and women when carrying out their work activity.

In other words, it refers to what a woman earns on average less than a man. For this measurement to be valid, the salaries between men and women who perform work of equal value, in the same sector of activity and with the same working conditions, must be compared.

However, other factors also come into play that may influence this Inequality, for example the lower occupation by women of managerial positions, and the higher percentage that work in low-skilled jobs.

Why is the term so controversial?

Those people who do believe in a  wage Inequality between men and women think that there is not only a difference in base work accidents with sick leave, and unpaid leave for personal matters. In the latter case, the firm may cut the employee’s salary, but that there are a series of indirect concepts, which are compiled in the salary register , such as salary supplements , which often benefit men more. On the other hand, they also defend that the  salary Inequality originates due to inequality in education and opportunities suffered by many women throughout the world. Traditionally, women have been associated with upbringing and housework, something that is still deeply rooted in many cultures and that makes the figure of women in the workplace considered weak. However, with time and progress in social issues, there are places where women even have higher education than men, as is the case in Spain. Although this does not mean that, even so, there is no wage Inequality .

What are the reasons for the gender pay Inequality ?

The gender pay Inequality or gender pay Inequality can exist due to a combination of different factors, including:

• Characteristics of the person: gender, age, level and type of education, work experience, length of employment, number of children, marital status, ethnic origin, region, race, immigration status, religion.
• Job characteristics: type of contract, working hours (full-time or part-time) and conditions, occupation, job status.
• Characteristics of the company or employer: economic sector, firm, size, existence of a union.
• Segregation: horizontal or vertical. In horizontal segregations, women are concentrated in a reduced number of sectors/professions with little value and low wages. In vertical segregation, very few women are employed in high-paying jobs and face barriers to career advancement.
• Institutional: educational and professional training, collective wage bargaining, industrial relations, maternity leave policies, daycare, care for the elderly.
• Social norms: women’s education, job choices, job patterns.

Possible causes

One of the main causes of the pay Inequality is gender discrimination. Education or beliefs rooted in norms and attitudes of the past result in inequality between men and women .

Another reason may be the differences in the evaluation criteria of the different jobs , giving more importance to the performance of men than to women.

There are also jobs that have traditionally been considered for men, in which women’s capacity is still considered to be less.

Another important point is the so-called ” glass ceiling “, or the difficulty for women to reach management positions in certain sectors.

In short, the wage Inequality is not an isolated concept, but rather a cluster of factors that are rooted in the business culture of some organizations.

What steps can companies take to reduce the pay Inequality ?

One of the measures to be taken to eradicate the wage Inequality is to educate from an early age in gender equality. The dissemination and awareness of the population is essential in this section. And of course, companies must promote it within their organizational culture.

Another measure is the preparation of salary audits that reflect inequalities, their causes and the methods to combat them. It must be taken into account that it is now MANDATORY to carry out an Equality Plan in companies (those with more than 50 workers), and that plan must include a work accidents with sick leave, and unpaid leave for personal matters. In the latter case, the firm may cut the employee’s salary audit.

On the other hand, quality jobs should be promoted among women. Talent does not understand gender and workers should be valued for their performance, and not for gender.