Unequal pay or the gender pay gap, refers to the difference in earnings between men and women for the same or similar work. This issue has been a longstanding concern in many countries and industries and it is deeply rooted in historical, social, and economic factors: a. Historical Division of Labour: Agrarian Societies: In early agrarian societies, labour was often divided along gender lines, with men typically engaging in activities outside the home (such as hunting or farming) and women responsible for domestic tasks and child-rearing. This division of labour, though sometimes practical, laid the foundation for viewing men’s work as more economically valuable.
Industrial Revolution: The Industrial Revolution in the 18th and 19th centuries intensified gendered divisions of labour. Men entered the workforce in factories and other emerging industries, while women were often relegated to unpaid domestic work or low-paying jobs in sectors like textiles. Women’s labour was seen as supplementary to men’s, leading to lower wages and limited economic independence. b. Legal and Social Constraints: Restricted Legal Rights: Historically, women had limited legal rights, which reinforced their economic dependence on men. For example, in many cultures, women could not own property, enter into contracts, or access education and skilled employment. This lack of rights contributed to their exclusion from higher-paying jobs and reinforced the idea that women’s work was less valuable. Social Norms and Patriarchy: Patriarchal social structures perpetuated the idea that men were the primary breadwinners and women’s roles were centered around the home. These norms devalued women’s work and created barriers to equal pay, as women were often expected to accept lower wages or unpaid work.
Exclusion from Professional and Skilled Work: Educational Disparities: For much of history, women were denied access to education and professional training, which limited their opportunities to enter skilled and well-paying jobs. Even when women did work, they were often confined to roles considered “appropriate” for their gender, such as teaching, nursing, or domestic service, which were low-paid compared to male-dominated professions. Occupational Segregation: Women were systematically excluded from certain professions, particularly those that were more lucrative, such as law, medicine, and engineering. This occupational segregation meant that even when women entered the workforce, they were funnelled into lower-paying jobs. Despite advances, occupational segregation remains a significant factor in the gender pay gap, with women still concentrated in lower-paying industries and roles.
Unequal pay between men and women arises from a combination of systemic, societal, and economic factors and the primary causes include: a. Occupational Segregation: Horizontal Segregation: Women and men often work in different industries and occupations. Women are more likely to be employed in lower-paying fields such as education, healthcare, and social services, while men dominate higher-paying sectors like technology, engineering, and finance. Vertical Segregation: Within the same industry, women are often underrepresented in higher-paying, senior positions. This can result in a concentration of women in lower-level, lower-paid roles.
Discrimination and Bias: Direct Discrimination: Some women are paid less than men for the same work, despite laws against this practice. This can be due to discriminatory practices by employers, either consciously or unconsciously. Implicit Bias: Stereotypes and biases about gender roles can influence decisions related to hiring, promotions, and salary negotiations, often disadvantaging women. Performance Evaluations: Studies have shown that women often receive less favourable evaluations compared to men, which can impact raises and promotions. This is sometimes due to gender biases in how performance is assessed. c. Differences in Work Experience and Education: Career Interruptions: Women are more likely to take time off from their careers for caregiving responsibilities, which can affect their work experience, career progression, and lifetime earnings.
Part-Time Work: Women are more likely to work part-time to balance work and family responsibilities, leading to lower earnings and fewer opportunities for advancement. Educational Choices: Although the gender gap in education has narrowed, women and men still tend to pursue different fields of study, with women more likely to choose majors that lead to lower-paying jobs. d. Unpaid Labour and Caregiving Responsibilities: Household Duties: Women often take on a larger share of unpaid household and caregiving work, which can limit their availability for paid work and affect their career choices. Impact on Career Choices: The need to balance paid work with caregiving responsibilities can lead women to choose jobs with more flexible hours, even if they offer lower pay. e. Cultural and Societal Norms: Traditional Gender Roles: Cultural expectations that women should prioritize family over career can influence career choices and opportunities, leading to lower lifetime earnings. Social Expectations: Women may face pressure to choose lower-paying, “feminine” jobs, while men are encouraged to pursue higher-paying careers. These causes of unequal pay are interrelated and complex, requiring comprehensive strategies to address the underlying issues and achieve true pay equity.
The status of unequal pay at the global level shows both progress and persistent challenges. As per recent reports, women globally earn about 20% less than men on average for the same or similar work. This gap varies significantly by region, industry, and occupation. a. Regional Variations: Western Europe: Countries like Iceland, Norway, and Sweden have some of the smallest gender pay gaps, largely due to strong legal frameworks, robust social policies, and a cultural emphasis on gender equality. North America: The pay gap in the U.S. and Canada is smaller than the global average but remains significant. In the U.S., women earn about 82 cents for every dollar earned by men, with greater disparities for women of colour. Asia: The gender pay gap varies widely across Asia. In countries like Japan and South Korea, the gap is relatively large due to traditional gender roles and lower female workforce participation. In contrast, the gap is smaller in countries like the Philippines, where women’s participation in the workforce is higher. Sub-Saharan Africa: The gender pay gap is influenced by a range of factors, including lower levels of formal employment for women, higher rates of informal and unpaid work, and cultural norms. Latin America: The gap has been narrowing in some countries, but challenges remain due to factors like labour market informality, unequal access to education, and social expectations.
Future Outlook: Slow Progress: While there are positive trends in some regions, the overall pace of closing the gender pay gap is slow. Without significant changes in policy, culture, and corporate practices, full pay equity may remain a distant goal. Innovative Approaches: Continued advocacy, coupled with innovative policy approaches (such as pay equity audits, improved childcare support, and more inclusive workplace practices), will be crucial in accelerating progress toward closing the gender pay gap. Globally, the fight for equal pay continues, with some regions making strides while others lag behind.
Dr. Rajkumar Singh is a youth motivator and former Head of the University Department of Political Science, B.N. Mandal University
