The gender pay gap is one of the great stigmas of our society, this one that we call modern but that is far from respecting aspects eg, equality between men and women when it comes to receiving financial compensation in the same job and in the same position.
The main explanation that is usually given to this issue is that, in general, women choose part-time jobs before to reconcile family life with work. In addition, there are also the voices that affirm that women do not usually opt for high positions in their work environments because this means spending more time away from home. It is not entirely true. The pay gap actually hides serious aspects that are worth fighting for, denounce and with it, make our society a scenario of respect and equality where we all win.
The gender pay gap, a pending account
- From the OECD (Organization for Economic Cooperation and Development) when calculating the salary difference we must take into account the adjusted and unadjusted salary difference.
- The unadjusted is one that does not take into account factors such as maternity leave, or having to take half days to promote family reconciliation.
- The wage gap based on "adjusted differences" does take these factors into account and mainly looks at the price per hour worked, and the data is clear: On average, a woman usually earns 17% less when occupying the same job category and performing the same functions.
- According to another report published by the OECD entitled "Employment Outlook" a woman will have a 20% chance than a man when it comes to applying for the same job.
To this fact, we must also add those other social factors that determine, in many cases, the germ of this discrimination, such as the fact that, in general, family responsibilities are not shared equally. Some think that a woman's salary is "complementary" and that it is the couple who brings the main remuneration for the maintenance of the home.
Also think that what is "logical and expected" is that we are the ones who interrupt or abandon our professional career to take care of children, makes evident in many cases that internalization of discriminatory gender models that we must change.
How to deal with the pay gap
As an example, it is worth talking for a moment about that work-life balance paradise that is Norway. In a country where 80% of women work outside the home, investments in the family are multiple and very favorable to be able to favor that long-awaited conciliation where thanks to the aid, and the harmonization of schedules, the mothers and the fathers can combine the upbringing of their children with the work life.
As for what refers to the wage gap, we could say that it does not exist thanks to a strict policy in which clear equality between genders is established in all work environments. 44% of board positions are held by women. The quota law is fulfilled (although with some controversy, everything must be said, because there are still sectors that do not see it favorably).
4 business practices to promote equal pay
In view of the fact that the rest of the countries are far from those social policies that characterize Norway, let us see what advice the experts give us to promote that longed-for fairness at work.
- Analyze each job leaving clear what functions it requires, what skills and what training is needed in a clear and objective way. Once determined, everyone without differentiating gender, age or race can opt for it if they meet the requirements.
- Analyze every year lsalaries and monitor promotions objectively.
- Be transparent and publicly inform the criteria and formulas by which promotions or salary increases are carried out
- Create an "Agency for Gender Equity at Work"
Hopefully in the near future, all these dimensions can be fulfilled and we enjoy that equality in all settings, both public and private.