СВІТОВІ ТЕНДЕНЦІЇ ГЕНДЕРНОЇ РІЗНИЦІ В ОПЛАТІ ПРАЦІ GLOBAL GENDER PAY GAP TRENDS

Середа, О. Г., Луценко, О. Є. (2021). GLOBAL GENDER PAY GAP TRENDS. Соціальне право(3), 128–136.

In this article, the authors have analysed a number of official worldwide data on gender pay gaps. In particular, the authors have focused attention on the features of gender differentiation in the remuneration of Australian and American employees, as well as general trends in the countries of the European Union, which is important for Ukraine at the stage of active movement towards European integration.
The authors found out that, according to the Workplace Gender Equality Agency, women and men in the youngest age groups hold similar positions, yet the gender pay gap generally increases as workers age. The gender pay gap is 2.5% for workers under the age of 24 and steadily increases until it reaches 30.2% for workers aged 45-54 and peaks at 31.9% for workers aged 55-64.
Globally, women under the age of 24 earn an average of $1,413 less per year than men, with an average pay gap of 2.5%. The gender pay gap increases steadily with employee age, peaking at 31.9% for employees aged 55-64. The gender pay gap remains high at 25.3% for workers aged 65 and over.
In 2020–21, the gender pay gap generally widened with age in favour of men and existed at all ages.
In the US in 2020, women already earned 84% of what men earned. And the pay gap is smaller for workers aged 25 to 34 than for all workers aged 16 and over. Women between the ages of 25 and 34 earned an average of 93 cents for every dollar a man in the same age group earned. Whereas in 1980, women aged 25 to 34 earned 33 cents less than their male counterparts, compared to 7 cents in 2020. Thus, the estimated 16-cent pay gap among all workers in 2020 is down from 36 cents in 1980.
In EU countries, the level of the gender pay gap differs significantly.
The authors found out that employers around the world play an important role in addressing gender norms and wage biases that only deepen disparities in pay, employment status and promotion, and in supporting a gender- and age-diverse workforce.