Causes of the Gender Pay Gap
The gender pay gap is a complex issue that has persisted across societies and economies for decades. While progress has been made, significant disparities remain in earnings between men and women. Understanding the causes of this gap is essential for addressing the underlying issues and working towards a more equitable workforce. Here, we explore several key factors contributing to the gender pay gap.
Part-Time Work
One of the most significant contributors to the gender pay gap is the prevalence of part-time work among women. On average, women tend to take on more unpaid work, such as childcare and housework, which limits their availability for paid employment. According to 2022 statistics, nearly one-third of women (28%) work part-time, compared to just 8% of men. This discrepancy is not merely a matter of choice; it reflects the societal expectations and responsibilities that often fall disproportionately on women.
When considering both unpaid and paid work, women actually work more hours per week than men. This reality highlights the challenges women face in balancing professional aspirations with family obligations. The choice to work part-time often leads to lower overall earnings and fewer opportunities for career advancement, perpetuating the cycle of wage disparity.
Career Choices Influenced by Family Responsibilities
Another critical factor in the gender pay gap is the influence of family responsibilities on career choices. Despite the fact that more women than men complete higher education in the European Union, their representation in the labor market remains disproportionately low. A significant reason for this is the tendency for women to take career breaks for childcare. In 2018, a staggering one-third of employed women in the EU reported having interrupted their careers for family-related reasons, while only 1.3% of men did the same.
These interruptions can have long-lasting effects on women’s career trajectories, leading to gaps in experience and skills that can hinder their advancement in the workplace. Additionally, the pressure to prioritize family responsibilities often steers women toward less demanding roles or sectors that offer more flexibility but typically come with lower pay.
More Women in Low-Paying Sectors
The gender pay gap is also exacerbated by the over-representation of women in low-paying sectors. Approximately a quarter of the total gender pay gap can be attributed to the fact that women are more likely to work in industries such as care, health, and education—fields that are traditionally undervalued and underpaid. In fact, around 30% of women in the EU are employed in these sectors, while only 8% of men work in them.
Conversely, men are more likely to be found in higher-paying fields such as science, technology, engineering, and mathematics (STEM). In 2021, women made up 41% of the workforce in STEM, indicating a positive trend, but the disparity in representation remains significant. The concentration of women in lower-paying sectors not only affects their individual earnings but also contributes to the overall gender pay gap.
Fewer and Lower-Paid Female Managers
The under-representation of women in managerial positions is another crucial factor contributing to the gender pay gap. In 2021, women held an average of only 34.7% of managerial roles in the EU. This lack of representation in leadership positions means that women have fewer opportunities to influence company policies, including pay structures.
Moreover, when women do occupy managerial roles, they often earn less than their male counterparts. Female managers, on average, earn 23% less per hour than male managers. This wage disparity at the managerial level not only reflects broader societal biases but also reinforces the notion that women are less valuable in leadership roles, perpetuating the cycle of inequality.
Conclusion
The gender pay gap is a multifaceted issue influenced by various factors, including part-time work, family responsibilities, sector representation, and managerial disparities. Addressing these causes requires a concerted effort from policymakers, employers, and society as a whole to create a more equitable workforce where both men and women can thrive. By understanding the root causes of the gender pay gap, we can begin to implement effective strategies to close it and foster a more inclusive economy.
