In this paper the issue of the gender pay gap, a challenge women are still faced with at the workplace, will be considered. It will deal with the definition of the gender pay gap and the status quo in the European Union, especially in Austria. What is more, reasons for its existence, measures and policies how the gap can be closed will be outlined and the benefits in case of the closure will be presented, too. Closing the gender pay gap is an important step towards gender equality and does not only benefit the female workforce itself, but also companies and the economy as a whole.
Table of Contents
1) INTRODUCTION
2) DEFINITION OF THE “GENDER PAY GAP”
3) STATUS QUO
4) REASONS FOR THE GENDER PAY GAP
5) MEASURES AND POLICIES TO CLOSE THE GAP
GOVERNMENTAL POLICIES
NON-GOVERNMENTAL MEASURES
6) BENEFITS
7) CONCLUSION
Research Objectives and Core Themes
This academic paper examines the persistent issue of the gender pay gap, primarily within the European Union with a specific emphasis on the situation in Austria. The central research objective is to analyze the definition of the pay gap, investigate the primary drivers behind its existence, and evaluate existing political and non-governmental measures aimed at narrowing this disparity to foster gender equality and economic growth.
- Theoretical definition and calculation of the gender pay gap
- Statistical status quo in the EU and Austria
- Multifaceted socioeconomic reasons for pay inequality
- Governmental strategies and corporate policy interventions
- Economic and social benefits of achieving gender equality
Excerpt from the Book
4) Reasons for the gender pay gap
After having described the situation of the gender pay gap in the EU and in Austria in particular the next important aspects that have to be analysed are the reasons for the gender pay gap.
Julie Coates, banking and capital markets leader at PwC outlines that at the time of graduation women receive 4% less pay than men, though they have the same qualifications, age and motivation to work. Furthermore, Coates outlines that job prospects are limited for women because they are considered to get pregnant which means a loss of working power for the company. For that reason Julie Coates recommends promotion quotas: a certain percentage of leading positions in a company should be occupied by women. (Bullock 2016)
The Justice of the European Commission (2015) outlines various factors influencing the gender pay gap in a negative way. Apart from the conscious underpayment of women, the job women do is often considered not to be of equal value compared to the job men do. Especially when men have to carry out physical tasks or women are responsible for people the gender pay gap drifts apart enormously. Some other reasons are that women tend to prefer working in the health and educational sector. They also can be found in lower-skilled jobs, like in supermarkets, as hairdressers or cleaning staff. In those mentioned sectors the paid wages are lower in general (The World Bank (ed.) 2011, 204-205).
Summary of Chapters
1) INTRODUCTION: This chapter introduces the gender pay gap as a significant workplace challenge and establishes the research focus on the EU and Austria.
2) DEFINITION OF THE “GENDER PAY GAP”: This section defines the gender pay gap based on gross hourly earnings and introduces the standard formula used for its calculation.
3) STATUS QUO: This chapter provides a statistical overview of the pay gap across EU member states and analyzes the specific downward trend in Austria.
4) REASONS FOR THE GENDER PAY GAP: This section explores the underlying systemic, social, and economic factors, such as underrepresentation in management and the incompatibility of career and family.
5) MEASURES AND POLICIES TO CLOSE THE GAP: This chapter evaluates both governmental regulations, like income transparency reports, and non-governmental strategies, such as parental leave models and gender-neutral education.
6) BENEFITS: This chapter outlines the positive economic and corporate outcomes associated with closing the gender pay gap and achieving gender equality.
7) CONCLUSION: The final chapter summarizes the necessity of both legislative changes and a fundamental societal shift to ensure equal treatment for all.
Keywords
gender pay gap, EU, Austria, pay inequality, gender equality, governmental policies, parental leave, career development, income transparency, socioeconomic factors, gross hourly earnings, labor market, management positions, discrimination, gender-neutrality
Frequently Asked Questions
What is the core subject of this paper?
The paper examines the gender pay gap, a persistent disparity in earnings between women and men, focusing on the current situation, causes, and potential solutions within the European Union and Austria.
What are the primary themes covered in the text?
The themes include statistical analyses of pay gaps, the legal and social framework surrounding gender equality, corporate and governmental policy interventions, and the economic benefits of pay equity.
What is the main research objective?
The objective is to identify why the gender pay gap persists and to outline effective strategies, both governmental and non-governmental, that can be implemented to close this gap.
Which scientific methods are employed?
The author utilizes an analytical approach, reviewing existing statistical data, reports from international organizations like the EU and OECD, and secondary literature to synthesize the current state of research.
What topics are discussed in the main body?
The main body covers the definition of the gender pay gap, the current status in various countries, reasons for the disparity (such as the devaluation of "women's work"), and specific measures for policy improvement.
What keywords characterize the work?
Key terms include the gender pay gap, EU/Austria, gender equality, parental leave, income transparency, and management representation.
Why is Austria highlighted in this research?
Austria is highlighted because, despite having a high standard of living, it reports a gender pay gap—23%—that is significantly higher than the EU average.
What role do "gender-neutral languages" play according to the research?
The paper references studies suggesting that countries with more gender-neutral languages tend to have smaller pay gaps, as this linguistic framing reinforces the view of both men and women as equally valued members of society.
How is parental leave connected to the gender pay gap?
The paper argues that unequal distribution of parental leave contributes to the gap; if only women take leave, their career opportunities are limited, reinforcing the "breadwinner" model and reducing their long-term earnings potential.
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- LLM BSc Elisabeth Klemens (Autor:in), 2016, Another challenge at the workplace. How to close the Gender Pay Gap in the EU with a special focus on Austria, München, GRIN Verlag, https://www.grin.com/document/1298522
