Gender Pay Gap

Photo credits xonecole

Iceland just made a key step for gender equality. It becomes the first country to enshrine a law providing that employers should prove they are paying women and men equally. In Iceland, laws providing for equality exist for centuries. However, they were lacking enforcement rules. This new law creates a precedent to inspire other countries. In addition, Iceland takes the lead of the World Economic Forum 2016 ranking for gender pay equality although women still earn 14 to 18% less than men.

Iceland is making it illegal to pay men more than women

Leading the charge on equal pay. Read more:

Publié par World Economic Forum sur mardi 4 avril 2017

In general, Scandinavian countries are leading the top 10 ranking of pay equality but there is still much work to do in that regard. As a reminder, in 2016, only 59.3% of the economic participation and opportunity gap has been closed, 95% of the educational gap, 96 of the health gap and only 23 of the political participation one (source: Global Gender Gap Index 2016). An average gap of 31,7% remains to be closed worldwide to achieve universal equality.

The concept lies on “equal pay for equal value” and although it reads and sounds very logical it is still not a fact and women having equal qualifications continue to earn less than men: INADMISSIBLE.

Many initiatives are taken across the spectrum of stakeholders. It is not about providing one size fits all solutions but rather taking one step after the other to reduce the gap. Governments actions represent a strong message in favor of the cause but it is also about changing the society’s mindset.

It is all about mindset and particularly women’s mindset. Are we negotiating hard our new package while starting a new job? Do we dare to take responsibilities and ask for additional ones? Credit for our wins to put them forward to request a pay raise? Ask for promotions?!

To me, it all starts there: changing women’s mindset. And after that, we must change the mindset of economic actors and specially HR professionals that should not apply and perpetuate the discriminating pattern. Not questioning remarkable differences does not help offering equal opportunities to both men and women. It is also about raising the attention of employers and the civil society. Naming and shaming bad pupils incentivizes to review their pay policies.

Being myself a working women I already feel discriminated in many instances. Being paid less for equal work and responsibilities is unfair and humiliating. I believe it is about adding my share to the cause and helping raise awareness on the issue no matter how.

Gender Pay Gap

As you can see, long road to go to close the Gender Pay Gap but good step ahead for the women’s cause on the gender equality path…


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