The Gender Pay Gap: Not a Myth, Not Over, Not Even Close - If you think its been “solved”, we’ve got news for you

What do we even mean when we say “gender pay gap”?

So, the gender pay gap is basically the difference in earnings between men and women.

It sounds simple right? But the reasons behind it are so complex.

The gap exists all over the world, across all industries and professions. It isn’t about “women choosing to take lower paying jobs” or “working less hours then men”, it’s about systemic inequalities, biases and societal norms that influence hiring and employment decisions.

Ok, that doesn’t sound great, but where is your proof?

Basically there is this huge report that gets released every year where the participating 146 countries release their gender pay  gap. For 2024, globally, the gap stood at 68.5%, which means there is a gap of 31.5% that remains unaddressed. (Global Gender Pay Gap Report 2024)

At the rate we’re currently closing the gap we are predicted to achieve global gender pay equality in 134 years, which is roughly five generations beyond the original 2030 goal.

However this does differ across regions and countries:

• In the United States, women who work full time reportedly earn on average 13% less than men. (US Bureau of Labor Statistics, 2023)
• In the European Union the gender pay gap averages around 13% (with significant differences across countries). (European Commissions, 2023)
• In Australia, the gender pay gap is approx. 12%. (Australian Bureau of Statistics, 2024)

But wait, there’s more…

• The gender pay gap isn’t a standalone issue – it intersects with other forms of discrimination, making life even tougher for women from marginalised groups. Let’s break it down:
• In the US Black women lost $42.7 billion in wages and Hispanic women lost $53.3 billion in wages compared to white men. It’s not just about racial disparities – it’s about the compound effect of racism and sexism. (US Bureau of Labor Statistics, 2023)
• Age is another factor. Older women often face significant pay gaps compared to younger women. In Australia, women aged 65 and older earn around 21% less than men in the same group. That’s a pretty significant difference, especially considering that older women often have more experience and qualifications. (Australian Bureau of Statistics, 2020)
• There is also a consideration around women with children, in the UK women over 40 who are likely to have children face a significantly larger pay gap than their younger counterparts. (Office for National Statistics, 2024)
• Sexuality also plays a role. In the US, LGBTQ+ women earn around 10% less than their straight counterparts. (Human rights campaigns 2022)
• And then there’s disability. Women with disabilities face significant pay gaps compared to women without disabilities. In the UK, women with disabilities earn around 10% less than women without disabilities. (Office of National Statistics, 2023)

These statistics are more than just numbers, they represent real women facing real barriers. Addressing the gender pay gap means addressing these intersections of discrimination head on.

So, what’s behind the gender pay gap?

Well it’s not just one thing – it’s a complex mix of factors. Here are some of the key culprits:

• First, there’s operational segregation, basically, women are often funnelled into lower paying jobs like admin and caregiving work. These roles are vital, but society doesn’t value them to earn the same as other industries.
• Next up there is the issue of flexible working, women are often the ones taking care of children or elderly relatives, which limits their ability to paid full time work or to pursue high paying careers (we all know that caregiving IS a job, it’s just, unfortunately, not paid)
• Then, there is discrimination and bias. Sadly women face sexism and bias in the workplace, which can affect their earning potential and career prospects
• Finally there is educational and training, women may have less access to opportunities that can boost their careers, and earning potential. It’s a vicious cycle really.
• These factors all intersect and reinforce each other, making it really tough for women to achieve equal pay. But by understanding the root causes, we can start working towards and maintaining solutions.

But what’s the gender pay gap got to do with harassment?

Sexual harassment and violence against women is sadly everywhere, and they are major drivers of inequality and limited economic opportunity. The numbers are eyewatering. Around 30% of women worldwide have reported to experience physical or sexual violence. (World Health Organisation, 2024)

In the workplace, sexual harassment is a huge problem. In Australia it is reported that 91% of people who experience sexual harassment in the workplace, are women.  (Australian Human Rights, 2022)

Ok but how do these issues intersect with the gender pay gap?

Well actually it’s pretty clear that they are all connected. The gender pay gap and harassment against women are both related through unequal power dynamics, stereotypes and biases.

When women earn less, they have less power and influence. That makes them more vulnerable to harassment and violence, and when they do speak out, they’re often not taken seriously or believed.

Stereotypes and biases also play a role. Women are often seen as less competent or less deserving of equal pay. That perception can make them targets for harassment and violence.

Finally, women’s lack of representation and voice in the workplace and society makes it harder for them to speak out against harassment and violence. It also makes it harder for them to advocate for equal pay.

So, what are the solutions?

Tackling the gender pay gap AND harassment isn’t easy, and there is already a lot of work from countries, politicians and employers going into this:

• In the UK, employers with over 250 employees are required to publish their gender pay gap data annually. This has led to an increase in transparency and accountability. (Gov UK, 2024)
• In Sweden, the government has introduced a law requiring employers to take measures to prevent harassment and to investigate incidents. (CMS Law, 2024)
• In Australia, the government has set a target of 50% female representation on government boards. (Australian Government, 2024)
• In Iceland, the government has introduced legislation requiring employers to prove they pay men and women equally for the same work. (Government of Iceland, 2017)

Here are some strategies that can help employers tackle the root causes:

• Conducting pay audits: Employers need to take a hard look at their pay structures, conducting pay audits can help identify and address pay disparities between men and women. It’s amazing how often these disparities can be hidden in plain sight.
• Implementing flexible working: Offering flexible working arrangements can be a game-changer for women who are balancing work and caring responsibility. It’s not just about working from home in your PJs (although lets be real, that is a perk too), it’s about creating a workplace that supports all women in their roles.
• Providing education and training: Employers can provide opportunities that support women’s career earning progression and earning potential. This isn’t about promoting women to leadership positions (although, again, that is so important too). It’s about creating a pipeline of talented women who are equipped to succeed.
• Promoting EDI: None of this can happen without a commitment to inclusion, diversity and equity, employers need to challenge stereotypes and biases that contribute to the gender pay gap. This means creating a workplace culture that values and supports women from all backgrounds.
• Addressing intersectional disadvantage: We need to address intersectional disadvantage, employers need to implement policies and practices that support women from marginalised groups. This means recognising women’s experiences are not monolithic and that different groups face different challenges.
• Supporting women’s empowerment and leadership: Employers can support womens’ empowerment and leadership, providing opportunities for women to take on leadership roles.
• Government, politicians and society also play a crucial role and need to:
• Introduce legislation like equal pay laws and anti-harassment laws and providing clear criminal and civil justice avenues.
• Use their platforms, influence and power to raise awareness and push for change.
• Challenge stereotypes and biases, and support women in leadership positions, especially within government and key policy decision making roles.

So, what’s next?

It’s a lot to tackle, trust us, we get it, but the payoff is worth it. By working together we can close the gender pay gap and create a more equitable and safe workplaces for everyone.

Here at Hassl, we can help by training and educating your employees in bystander invention and harassment awareness. Want to find out more? Join us – HASSL | Tackling Harassment at Its Root—Safer Spaces for Women – Hassl

 

References

Benchmarking gender gaps, 2024 - Global Gender Gap Report 2024 | World Economic Forum

The gender pay gap | International Labour Organization

Highlights of women’s earnings in 2023 : BLS Reports: U.S. Bureau of Labor Statistics

Equal Pay Day: Women in the EU still earn 13% less than men - European Commission

ABS data gender pay gap

US Department of Labor releases research on continued economic effects of job segregation, pay disparities on Black, Hispanic women | U.S. Department of Labor

Gender indicators | Australian Bureau of Statistics

Gender pay gap in the UK - Office for National Statistics

HRC | The Wage Gap Among LGBTQ+ Workers in the United States

Disability pay gaps in the UK 2014 to 2023.pdf

Violence against women

Fifth national workplace sexual harassment survey

Gender pay gap reporting: guidance for employers - GOV.UK

Regulations on sexual harassment in the workplace in Sweden

Gender Balance on Australian Government Boards | PM&C

Government of Iceland | Equal Pay Certification

 

Disclaimer:
This article has been written by a HASSL Ambassador as part of our community content initiative. While all ambassador contributions are reviewed for clarity, tone, and alignment with our values before publication, the views expressed are those of the individual author and do not necessarily reflect the views or official position of HASSL.

These articles are intended to amplify personal perspectives, lived experiences, and knowledge from our wider community. They are not authored by the HASSL team, and HASSL does not claim ownership over the content.

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