genderpay

The gender pay gap, or genderpay, refers to the difference in earnings between women and men in a given labor market. It is commonly described using measures such as the unadjusted or adjusted pay gap. The unadjusted gap compares overall earnings of all workers, often on an annual or weekly basis, while the adjusted gap attempts to control for factors like occupation, education, experience, hours worked, and job level. Because of this, the unadjusted figure tends to be larger and the adjusted figure is used to assess potential discrimination or barriers to advancement.

Global observations show that women, on average, earn less than men, though the size of the gap varies by country, industry, and demographic group. In many economies, the gap has narrowed over time but remains persistent. Contributory factors include occupational segregation (women and men concentrated in different industries and roles), differences in work experience and hours, the motherhood penalty, disparities in promotion and pay progression, negotiation dynamics, and outright discrimination. Intersectional factors such as race, ethnicity, and disability can amplify pay differences.

Measurement and interpretation of the gap are subjects of ongoing debate. Some argue that unadjusted gaps reflect broader social and economic inequalities, while others emphasize that a portion arises from choices and differing career trajectories. Policy responses in various jurisdictions emphasize pay transparency, mandatory reporting of gender pay metrics by large employers, strengthening equal pay and anti-discrimination laws, and supporting family-friendly policies such as paid leave, affordable childcare, and flexible work arrangements. Critics caution that effective policy requires comprehensive data and careful consideration of context to avoid oversimplification.