Transcript PPTX

Fifth Global Forum on Gender Statistics
Aguascalientes, Mexico, 3 - 5 November 2014
Equal Pay for Equal Work?
A Look at the Pay Gap between
Men and Women in Jordan
Manal Sweidan
Gender Statistics Expert
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Introduction
• This paper presents the latest statistical data on gender
pay gaps (GPG) in Jordan
• Data are drawn from the annual survey “Employment
and Compensations of Employees” carried out by the
Department of Statistics (DoS) in year 2011.
• It explores particular factors that reflects inequalities at
work, such as variations in the width of the GPG within
occupations, industries, sectors and level of education.
• The Gender pay gap is calculated using this formula:
GPG= [men’s average earnings– women’s average earnings]
men’s average earnings
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Why address the Gender Pay Gap?
Over the last three decades Jordan has made
substantial investments in its human resources
Life expectancy by Sex
74.4
2011
71.6
Female
66
1980
Male
63
60
65
Years
70
75
3
Why address the Gender Pay Gap?.cont
•
Participation Rate of
Jordanians Aged 15+ Years,
by Sex
76.3
70
Participation Rate %
75
66.1
64.462.8
60
•
45
30
15
11.6 12.3
14.714.7
6.4
0
1975
1985
1995
Male
Female
2005
2015
•
Thus, the gains in human
development have not been
matched by an increase in
women’s economic
participation
The 11.7 % monthly GPG is a
proxy for the lost
productivity of employed
women
Women who are not
employed to their full
potential represent more
than just a Pay Gap they
represent a productive gap 4
Overall GPG Trends
Although, the gender-based difference in pay has
narrowed during the last two decades, it is still a
major structural problem in the Jordanian labor
market
Pay Gap in Monthly Earnings 1992-2011
20.00
Monthly GPG
Monthly GPG %
18.00
16.00
14.00
12.00
10.00
8.00
6.00
4.00
2.00
0.00
1992
2000
2008
2011
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GPGs across sectors
Data indicates that the pay system is modular and less
discriminatory in the public sector, in comparison with
the private sector
Monthly and Hourly PGs by Sectors, 2011
5.2
Public Sector
10.2
GPG %
9.4
Private Sector
19.5
0
Hourly GPG
Monthly
GPG
5
10
15
Private Sector
9.4
Public Sector
5.2
19.5
10.2
20
6
Monthly & Hourly GPGs across Occupations
Monthly GPG
Hourly GPG
Elementary occupations
Plant & machine operators & assemblers
Craft & related trade workers
Service workers, shop & market sales…
Clerks
Technicians & associate professionals
Professionals
Legislators, senior officials & managers
-20
0
GPG
%
20
40
60
7 80
GPGs across Educational levels
The monthly and hourly GPGs are larger for university
graduates than it is for graduates of community colleges, high
school, or below
40
35
32.9
37.6
29.5
30
24.5
25
16.5
20
15
GPG %
10
2.6
5
0
Hourly GPG
Monthly GPG
B.A/B.Sc or
Higher
32.9
37.6
Secondary or
Middle
Diploma
2.6
16.5
Less than
Secondary
24.5
29.5
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GPG across the Feminized Industrial
Activities
The monthly and hourly pay gaps were much wider in
manufacturing industry compared with education and health
Monthly GPG (%)
Hourly GPG (%)
Share of Employment (%)
Human Health and Social Work
Activities
Education
Manufacturing
0
20
40
60
80
9
100
Conclusions
• The results of this paper lead us to an important
question: Are these pay gaps due to choices
women make in the workplace or to choices
made FOR women in the workplace?.
• Consequently, the important question that needs
to be answered: Could the gender pay gap turn
out to be zero?.
• The 2010 OECD report has an answer which
states that: “trimming the workplace gender gap
by half could significantly lift GDP growth rates”.
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Conclusions..cont
Eventually, The issue is not only about pay or rely on
the famous belief which states that: “the most
important step in closing the pay gap is to give up
the notion that, to be paid fairly, a woman must
“make it in a man’s world.” but the opportunities for
advancement and promotion that bring higher
earnings.
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