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http://www.ituc-csi.org/IMG/pdf/GAP-09_EN.pdf
The average gender pay gap across the whole data set is 22.4 per cent and
the median gender pay gap is slightly lower at 20.4 per cent. This is based
on a sample of 300,000 individual self-reported surveys that were completed
on the internet during 2007 and the first three quarters of 2008. The sample
covers 20 countries.
In the majority of countries, the gender pay gap widens with age. Furthermore,
contrary to common belief, a higher level of education seems to widen
the gap. This may be due to workplace discrimination, occupational segregation,
or a higher proportion of women than men being employed in (often lower
paid) part-time work or below their education level, perhaps because of the
need to combine work with care responsibilities. Another explanation is the
general widening of the pay distribution at the top end.
Trade union membership has a positive influence on wage equality. In almost
all countries, the gap between male and female earnings is smaller for
those who are trade union members compared to employees who are not a
trade union member. This is even more the case when there is a trade union
representative in the workplace. Collectively-negotiated agreements in the
workplace also have a narrowing effect in the majority of countries.
Although it is too early to assess the impact of the current recession on
the gender pay gap, there is evidence that economic downturns negatively
affect women’s position in the labour market, especially in less economically
developed parts of the world. As well as economic arguments, gender-related
socio-cultural values have also to be taken into account when trying to explain
this trend. A strong focus on the gender implications of economic crises, as
well as gender mainstreaming in the development of policy initiatives, is necessary
when attempting to counter the recession. Furthermore, an emphasis
on collective bargaining and the importance of trade union membership will
strengthen women’s position in their job as well as in the wider labour market.
In order to improve international comparisons between male and female
pay, concepts and methods around labour statistics have to be harmonised.
Furthermore, the new concept of ‘work statistics’, as proposed by the UN Review
of Labour Statistics, will be a useful addition to the current set of employment
statistics. These work statistics include unpaid work such as activities
in the household and care responsibilities for the family, and are therefore
particularly useful to assess women’s employment levels and to measure the
relationship between female employment and household poverty.
Violence against women (VAW) is a human rights violation which negatively
affects a woman’s physical and mental well-being. As a consequence, it has
a direct and detrimental impact on the victim’s access to paid work. Research
into the cost implications of VAW is complicated, because there is no international
consensus on what constitutes VAW. Cultural and contextual circumstances,
as well as the methods to define, measure and present the results,
differ from country to country. Nonetheless, it is clear that the costs of VAW to
both the victim and also to society as a whole are high, and that international
guidelines and standards are necessary to conduct coherent research that is
internationally comparable and can support local, national and international
policy-making and action to tackle VAW.
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