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Reducing the Gender Wage Gap in Senegal

Gender Wage Gap in Senegal
Senegal aims to become an emerging economy by 2035, but to achieve this goal, it must tackle a persistent challenge in its labor market: the gender wage gap. Despite economic progress, the country still has one of the highest disparities in pay between men and women. Closing the gender wage gap in Senegal is essential not only for social equity but also for fostering sustainable growth and unlocking the full potential of its workforce. 

Persistent Wage Disparities

Progress has occurred in closing the gender wage gap in Senegal, but inequalities remain in several key sectors. Women continue to earn significantly less than men, despite efforts to promote fair pay. In fact, according to the work of Franck Viroleau in The Evolution of Gender Wage Inequality in Senegal Following the Economic Partners, “the ratio of female to male wages is estimated to be between 0.50 and 0.70 for tasks requiring similar skills.” The gap is particularly evident in sectors such as agriculture and manufacturing, where women are overrepresented in lower-paying jobs. In contrast, industries like finance and telecommunications have shown signs of improvement, with more women accessing leadership positions.

The persistent disparity not only hinders women’s economic independence but also worsens poverty on a larger scale. When women earn less, families struggle to meet basic expenses, pushing them further into financial insecurity. Additionally, lower wages in industries like the agricultural sector mean reduced savings and limited access to credit, making it harder for women to invest in entrepreneurial activities or break the cycle of poverty.

Sectoral Differences in Pay Gaps

The gender wage gap in Senegal varies by industry with agriculture, manufacturing and the informal sector showing the widest disparities. Women in these fields often earn significantly less than men due to lower wages, informal employment and limited career growth. In contrast, sectors like finance and telecommunications have made progress in reducing pay gaps, partly due to policies promoting wage equality. However, women remain underrepresented in leadership roles, highlighting the need for continued efforts toward fair pay.

Root Causes of Wage Inequality

As mentioned earlier, the gender wage gap in Senegal varies across sectors, but the root causes of these inequalities are complex. First and foremost, the social and economic system tends to favor men, with cultural norms and gender stereotypes shaping opportunities and responsibilities. Women are often expected to prioritize domestic roles, limiting their access to higher-paying jobs and career advancement. Additionally, women are more likely to work in informal sectors or low-paying jobs, while men dominate formal, higher-paying positions. These systemic barriers contribute significantly to the wage gap.

Ongoing Challenges and Future Outlook

Nevertheless, there is some good news regarding the gender wage gap, thanks to Plan Senegal Emergent. This ambitious initiative aims to drive Senegal’s emergence through a series of key actions set to take place between 2024 and 2025. One of its priorities is addressing the persistent wage disparity between men and women, recognizing that greater gender equality in the workforce is essential for sustainable economic growth. Indeed, increasing women’s participation in the country’s economic life is one of its core objectives. To achieve this, the plan includes measures to facilitate women’s access to production resources and financial capital, ensuring they have the necessary support to thrive as entrepreneurs and professionals. Additionally, it seeks to strengthen their technical and managerial skills, equipping them with the expertise required for full and active participation in economic activities across various sectors.

Looking Ahead

Closing the gender wage gap is essential for reducing poverty, fostering economic growth, and ensuring social equity. By promoting fair pay and equal opportunities, Senegal can unlock its full workforce potential and move closer to its 2035 development goals. 

– Eléonore Bonnaterre

Eléonore is based in the London, UK and focuses on Business and New Markets for The Borgen Project.

Photo: Flickr

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DreamSave: Women in Kenya Combat Poverty

DreamSave: Women in Kenya Combat PovertyAccess to financial resources remains a major challenge for women in Kenya, limiting economic growth and business expansion opportunities. The gap in financial exclusion between men and women in Kenya has narrowed over the years. In 2024, financial exclusion was higher in women at 10% than in men at 9.8%. Women own nearly 48% of micro, small and medium-sized enterprises (MSMEs) in Kenya, yet they receive only 9% of available credit from financial institutions. With more than 80% of Kenyans working in the informal sector, the lack of banking access contributes to economic instability and deepens poverty.

Barriers to Financial Access

Small and medium-sized businesses in Kenya face significant obstacles in obtaining credit from financial institutions. Many lack sufficient assets to provide as collateral, making commercial bank loans difficult to secure. As a result, business owners often turn to friends and relatives for financial support, which is rarely enough to sustain long-term growth. Without proper funding, enterprises are forced to rely on lower-cost and often inefficient technologies, limiting their potential for success.

How DreamSave Works

DreamSave, an innovative mobile app, is transforming how savings groups operate by digitizing financial management. The platform enables users to track savings, manage loans, build credit histories and set financial goals without requiring access to traditional banking services. By providing a reliable and structured approach to saving, the app is helping women gain financial independence and break the cycle of poverty. In addition, the platform simplifies financial management for savings groups in underbanked areas. The app helps users record financial data, conduct meetings and track credit histories, ensuring accountability and transparency. By automating these processes, DreamSave allows members to focus on growing their businesses and achieving their savings goals.

Key Features of DreamSave

DreamSave is designed to overcome common financial barriers in developing countries. Its offline capability ensures that users in remote areas with limited internet access can continue managing their finances without interruptions. Data automatically syncs to the cloud whenever a connection becomes available, maintaining continuity in record-keeping. The app also offers enhanced traceability and compliance by keeping detailed logs of all transactions, allowing users to track their financial activities with full transparency.

Recognizing the high cost of mobile data in its target markets, DreamSave has optimized its platform to minimize data consumption, reducing costs by up to 60% compared to previous versions. Faster data synchronization ensures that users with limited internet access can efficiently update their records, even during brief online sessions. Additionally, DreamSave’s near-real-time data processing allows savings groups to instantly access updated financial insights. To ensure continuity, the app is backward compatible, meaning users can seamlessly transfer their existing data when upgrading to newer versions.

Global Recognition and Impact

DreamSave’s innovative approach has earned it multiple awards. It was recognized as the Best Finance App and Best Developing World Technology at the Fast Company 2023 World Changing Ideas Competition. The app also won the Best Digital Banking Technology Award at the 2023 Worldwide Finance Awards and the Most Empowering Digital Banking Technology Award at the 2022 Worldwide Finance Awards.

Looking Ahead

DreamSave continues to expand its reach, enabling more women in Kenya and beyond to access secure financial services. By bridging the gap in financial inclusion, the app is empowering women to achieve economic independence and contribute to long-term poverty reduction.

– Taylor Naquin

Taylor is based in Gilbert, AZ, USA and focuses on Technology and Global Health for The Borgen Project.

Photo: Flickr

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The Gender Wage Gap in Burkina Faso

Gender Wage Gap in Burkina FasoBurkina Faso is a landlocked West African country, bordered by Mali, the Ivory Coast, Ghana, Niger, Togo and Benin. Despite some improvements made in women’s rights in the past, the gender wage gap in Burkina Faso remains a significant issue. A 2024 report by the World Bank group has found that an 82% gap in wage earnings exists between men and women. This significant disparity is attributed to the fact that most women are not paid at all for their work – 91% of female wage workers are unpaid, in comparison to 66% of male workers. Most of this work occurs in the agricultural sector, with more than 70% of the population being in rural areas.

The Current Issue

Some of the driving factors of the gender wage gap in Burkina Faso are the widespread notions that women belong in the home, or that their role in the workforce should not interfere or supersede their responsibilities in the home. “Occupational segregation” is common, with men in higher-level positions in higher-skilled work. 

Women are expected to take care of the household, so economic ventures outside of caregiving are difficult. The World Bank Group says, “We find that gender differences in labor force participation are primarily driven by differences in returns to worker characteristics, such as the number of young children in the household, and notably not due to characteristics such as differential educational attainment.” 

The lack of women or advocacy for women in politics means that it is difficult to address these issues. Currently, only 13 of the 71 members of the Burkinabe parliament (18.3%) are women.

Past Progress

It would be remiss to speak on gender equality or economic reform in Burkina Faso without mentioning Thomas Sankara. Sankara, leader of Burkina Faso from 1983 to 1987, was a revolutionary, Marxist and Pan-Africanist, and an outspoken, uncompromising feminist. 

He himself spoke on the inherent wage disparity in domestic duties being unpaid, saying “We are fighting for the equality of men and women, not of a mechanical, mathematical equality, but by making women equal to men before the law and especially before wage labor.”

Sankara passed many initiatives to help Burkinabe women. He encouraged both girls and boys to finish school, and required schools to let pregnant students return to finish their education. He also hired more women in government positions. Traditional gender roles such as caregiving drives economic gender inequality, so giving women opportunities outside of household/caregiving obligations allows them to participate more freely in the workforce.

Current Progress 

Burkina Faso has approved initiatives in order to help women and children including the Child-Sensitive Social Protection Programme (CSSSP), and the Water, Sanitation and Hygiene program (WASH). The 2024 Gender-Responsive and Age-Sensitive Social Protection (GRASSP) report recorded the impacts of this initiative. 

The CSSSP provides a cash transfer of FCFA 16,000 (30 USD) per month to every household within the 11 municipalities it was implemented in. The report tracked the impact of the CSSSP, as well as the combined impact of the cash transfer and the WASH program, which provides water, sanitation, hygiene and nutrition services.

This economic stability that this financial crutch offers allows women more freedom in their economic ventures. The GRASSP report noted that the hours of economic activity of girls in beneficiary households increased 9.9%. It also wrote that, “Women in the treatment group reported having gained some control over their savings and earnings, compared to their counterparts in the comparison group.” Additionally, the report indicated that improved quality of life encourages peace in the home stating that “[Beneficiaries] acknowledged that poverty was the cause of arguments, and that receiving the cash transfers ameliorated this stress since they had less difficulty paying for their basic needs.”

Continuing and expanding these programs would see an overall boost in Burkinabe economic stability. Food security and happier family dynamics make fulfilling household and caregiving duties easier for women. This opens up time and opportunity for economic activity.

Conclusion

In truth, the circumstances of these women come as a result of an overlap of patriarchal ideals and general economic inequality. Addressing the root problems means dismantling the traditional gender roles that assign and restrict women to caregiving, and to eliminate wage disparity to provide equal opportunity for women to generate independent income or own capital.

Teaching men to take on some of the time and mental burden of managing a household not only encourages respect and shared responsibility between spouses, but also frees up time for women to pursue independent economic ventures. But as of now, the CSSSP program is addressing the financial stress and household stress separately, improving the quality of life of women who struggle with them.

– Sandhya Mathew

Sandhya is based in Los Angeles, CA, USA and focuses on Good News and Politics for The Borgen Project.

Photo: Pixabay

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Female Employment in Kenya: Boda Girls

Female Employment in Kenya“Boda-boda” driving, a form of motorcycle taxi service, has been a prominent industry in East Africa since the 1970s when drivers transported people across the Uganda-Kenya border on bicycles. In recent years, however, the industry has become a subject of intense public scrutiny, as several accidents and assaults have been increasingly connected to boda-boda drivers. Robbery, violence, drug trafficking and even murder claims have been connected with drivers, leading to protests and calls for regulation of the boda taxi industry. The public benefits boda-boda driving brings, including employment for thousands of young men and cheap transportation, especially to hospitals or voting booths, further complicate this issue.

Women and Boda-boda

Women have been excluded from the boda-boda industry since its invention, despite Kenya’s large strides towards gender equality over the past 50 years. Before 2022, there were few, if any, female boda drivers and women were subjected to numerous incidents of assault as passengers. Regardless of legal equality in the workforce, many barriers to entry still exist for female employment in Kenya. According to U.N. Women Africa, most women in Kenya work in the informal (home and agricultural labor) sector. At the same time, men receive higher wages and have more opportunities to participate in the formal economy than women.

Employment opportunities in Siaya County, the home of the Matibabu Foundation Hospital, are largely agricultural. This is especially true for women, who constitute anywhere from 30% to 80% of the agricultural labor force across sub-Saharan Africa and whose labor pays about one-tenth of what male boda drivers typically make in a year. Transportation is a major issue, as most women cannot afford the typical boda taxi fee to reach the hospital for health care services.

Boda Girls

Boda Girls, a cohort of Kenyan women who have trained to become boda drivers, offers a solution. As the first female driver entrepreneurship program, Boda Girls offers employment opportunities to women in addition to safe, free transportation and home care. Launched by the Matibabu Foundation Hospital and the Tiba Foundation in April 2022, the cohort has employed more than 50 female drivers, identifiable by their bright pink shirts and purple leather motorcycle seats.

In addition to training in road safety, Boda Girls learn self-defense to protect themselves and others in the case of unwarranted conduct, which they share with female students of nearby schools, according to The New York Times. Motorcycle upkeep and mechanical skills are also a part of the six-week training program.

Maternity Care

Boda Girls originated from the gap in female accessibility to hospitals, particularly for maternity care. Drivers provide free, safe transportation for women’s check-ups, even bringing portable ultrasounds in the case of complications. In the two years since its launch, the organization has now provided more than 6,000 free rides to hospitals for prenatal, family planning, and cancer screening services. Due to their services, Siaya County has experienced a 67% increase in hospital deliveries, a 100% increase in maternal clinics, and a 300% increase in cancer screenings, according to the Tiba Foundation.

After birth, Boda Girls also make home visits to follow up on postpartum care, planting a kitchen garden and avocado tree for future nutrition and profit opportunities for families.

School Girls

Boda Girls adopts schools to promote menstrual and sexual education for female students, as well as to distribute free sustainable menstrual kits. It also runs entrepreneurial clubs where girls can learn the fundamentals of business, and they promote high school graduation. In two years, Boda Girls has visited 84 schools and provided menstrual education and kits to more than 3,700 girls, according to its website.

Female Employment in Kenya

Female employment in Kenya is a cornerstone of the Boda Girls mission; they focus on widowers in particular, who often suffer from the loss of financial support. By facilitating entrepreneurship classes and group stress counseling, Boda Girls assists in dealing with grief in families and sponsoring female financial ventures. They also engage in micro-lending practices to boost entrepreneurship in Siaya County and have played a role in helping 118 women develop profitable small businesses and mentor others to do the same, according to The Tiba Foundation.

Boda Girls, launched by the Tiba and Matibabu foundations, has partnered with several other initiatives including the Red Pride Project and USAID’s Western Kenya Sanitation Project. “USAID aims to reach 500,000 women and girls with accurate information on proper menstrual hygiene management and reliable access to sanitary products in Western Kenya by 2027.”

Boda Girls’ ability to reach local schools and communities will play a major part in this goal, as it continues to recruit new driver cohorts and expand its range to a greater area of Siaya County.

Beyond simply providing transportation, Boda Girls works to inspire thousands of women and support female employment in Kenya and will continue to work towards gender inequality and access to essential services.

– Sadie Claps

Sadie is based in Seattle, WA, USA and focuses on Business and Politics for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Ethiopia

Gender Wage Gap in EthiopiaEthiopia, like many other countries across the world, faces a gender wage gap despite many measures being taken when it comes to economic growth and gender equality measures. The gender wage gap is the disparity in pay between men and women. It reflects systemic inequalities in opportunity and representation.

Root Causes of Ethiopia’s Gender Wage Gap

The gender wage gap in Ethiopia stems from women being concentrated in low-paying informal sectors and traditional societal norms that undervalue their economic contributions. These roles lack stability and benefits, leaving women with limited income and fewer opportunities to build financial security. Cultural expectations exacerbate the problem and reinforce a cycle where unpaid domestic labor and caregiving take more importance over professional development for women. Ethiopia’s gender gap reflects structural inequalities that restrict women’s participation and potential. Women face barriers such as limited education and norms in society, which undervalue their contributions.

Women in Ethiopia also face many challenges when accessing loans and financial services due to limited financial literacy.  The 2024 article: “Transforming the Lives of Women and Girls in Eastern and Southern Africa” states that women have “lower access to productive resources.” Overall, Ethiopian women have less access to vocational and training programs important for securing employment in higher-paying sectors like construction and technology. Current training programs fail to accommodate women’s dual work and caregiving responsibilities, which excludes them further.

Government and Organizational Efforts

The Ethiopian government is aware of the gender pay gap. Therefore, the government has been taking correct measures to help reduce gender inequality. According to the United Nations Development Programme (UNDP), a Gender Equality Strategy (GES) has been developed to “guide the country office on mainstreaming gender equality and women empowerment.” This gender strategy identifies priority areas and supports national efforts to get results. The government plans to build upon previous strategies to add to the policies the country already has in place. Current efforts to promote women’s education, access to credit and representation in decision-making are underway but require scaling up to achieve maximum impact. Local organizations and networks have also made many efforts to decrease the gender pay gap in Ethiopia. 

The Ethiopian Women Lawyers Association (EWLA) is one organization that is doing fantastic work. EWLA is a nonprofit organization founded by a group of Ethiopian female lawyers to promote Ethiopian women’s legal, economic, social and political rights. EWLA has provided legal assistance to more than 200,000 women (2023). More than five million women have benefitted from EWLA collaborative efforts until 2020.  EWLA has also been important in revising Ethiopian laws, such as family law and criminal codes, to align with women’s rights. The organization has also lobbied for gender-sensitive policies at governmental levels​. Furthermore, the organization works with grassroots Civil Society Organizations (CSOs) to address challenges such as gender-based violence, particularly in regions like Amhara and Afar​. EWLA’s priorities include finding sustainable funding and strengthening partnerships with other women’s organizations in the country. 

Opportunities for Improvement

The gender wage gap in Ethiopia reflects the gender wage gap across Africa. Factors such as cultural norms, education gaps and smaller economies play significant roles. However, reducing Ethiopia’s gender wage gap requires a multi-faceted approach. Expanding access to girls’ education can help break cycles of poverty and inequality.  Additionally, engaging communities to challenge stereotypes and fostering inclusive training programs can help women balance work and caregiving responsibilities. By implementing these strategies and building upon existing efforts, Ethiopia could make significant progress toward closing the gender wage gap and fostering economic growth.

– Ayat Aslam

Ayat is based in London, UK and focuses on Good News and Global Health for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Tunisia: Challenges and Ongoing Solutions

Gender Wage Gap in TunisiaDespite significant progress in gender equality in Tunisia, women still face considerable wage disparities compared to their male counterparts. The Global Gender Gap Index reports Tunisia ranked 115th out of 146 countries, in 2024, with a parity score of 0.668, reflecting persistent gaps in economic participation and wage equality.

Although the country has made significant improvements since 2023, Tunisia has stalled in closing the gender wage gap. Tunisia is among the five countries with the largest gender pay gaps, alongside Sudan (82%), Algeria (81%), Egypt (79%) and Morocco (77%)​. As neighboring nations tackle similar issues, Tunisia risks falling further behind unless it takes bold action to address the root causes of wage inequality.

The Gender Wage Gap: A Persistent Issue

In Tunisia, as in many other countries, the gender wage gap is not simply a result of educational differences. Women in Tunisia are well-represented in education, particularly in higher education, with more women graduating than men in many fields. 

Despite higher literacy rates for females (79%) compared to males (72.2%), women remain underrepresented in higher-paying sectors. 

Women often work in traditionally lower-paying fields like teaching, health care and administrative roles, while men dominate more lucrative areas such as engineering and finance.

This occupational segregation results in women earning less than men in some sectors, even with similar qualifications, and being less likely to be hired. For instance, in the IT sector, women with the same credentials as their male counterparts are 15 % less likely to receive a callback from employers​.

Limited Leadership Opportunities

According to the World Bank, the country also faces a high degree of informal employment, Informal jobs tend to lack legal protections and social security benefits, intensifying economic insecurity for many women. Furthermore, women in Tunisia are significantly underrepresented in leadership positions, with only 26% of women holding middle and senior management roles​.

A combination of cultural norms, economic segregation and insufficient policies has influenced this, hindering women’s equal participation in the workforce. Tunisia also falls significantly behind in Political Empowerment scoring 0.216, reflecting a gender gap in political representation and leadership roles.

Women in Tunisia also face higher unemployment rates than men, with 20.61% of women unemployed compared to 13.6% of men. This is partly attributed to family and cultural pressures, especially in rural areas, where women are less likely to seek or pursue employment. As highlighted by the UN, women aged 15 and above spend 21.9% of their time on unpaid care and domestic work, compared to just 2.7% for men​.

Solutions

Several organizations and initiatives in Tunisia, such as UN Women, are actively working to address the gender pay gap and promote women’s economic empowerment. The UN Women office in Tunisia focuses on advocating for gender-sensitive policies and implementing programs to close the gender gap in education and employment. The UN Women: Strategic Note 2022–2025 focuses on three main pillars: 

  1. Enhancing women’s access to economic opportunities and decent work
  2. Fostering women’s political participation and leadership 
  3. Promoting women participation for peacebuilding and reconciliation

Key achievements in 2022 include:

  • Training 43 civil servants to implement gender-responsive budgeting frameworks that ensure government spending promotes equality.
  • Engaging 197 individuals in research to empower women and foster resilient communities in southern Tunisia.
  • Equipping 62 specialized units with better tools to investigate crimes against women and support survivors.

One initiative focuses on providing rural women with skills to enhance their participation in the labor market. The program addresses barriers like unsafe transportation, limited childcare and inadequate workplace safety, enabling women to access better opportunities.

The program, part of a broader UN effort to close gender gaps under the Sustainable Development Goals (SDGs), worked closely with national and local governments to advocate for safer and more equitable workplaces fostering policy advocacy and community engagement.

While detailed numbers of beneficiaries are not yet available, the approach emphasizes systemic change by integrating gender equality into national policy and budgeting. 

Looking Ahead

Tunisia has made progress in education and health, but women continue to face significant challenges, including wage disparities, higher unemployment rates, and disproportionate time spent on unpaid labor. Initiatives like the UN Women Strategic Note 2022–2025 tackle these issues by promoting economic opportunities, advocating for gender-responsive policies, and addressing key barriers such as unsafe transportation and childcare. These efforts, combined with policy reforms, aim to close the gender gap and ensure women achieve greater empowerment in Tunisia.

– Arianna Distefano

Arianna is based in London, UK and focuses on Politics for The Borgen Project.

Photo: Flickr

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The Gender Wage Gap in Sri Lanka: Bridging the Divide

Wage Gap in Sri LankaSri Lanka, renowned for its achievements in education and health care, still faces significant gender inequality, particularly in wages. According to the United Nations Development Programme (UNDP) report, “Making Our Future: New Directions for Human Development in Asia and the Pacific,” social disparity remains prevalent, with a persistent gender wage gap limiting economic opportunities and exacerbating poverty in Sri Lanka. Closing this gap is crucial not only for gender equity but also for fostering economic growth and reducing poverty.

Current Status of the Gender Wage Gap in Sri Lanka

The gender wage gap in Sri Lanka remains significant. A recent International Labour Organization (ILO) report shows that women earn, on average, 30-36% less than their male counterparts. This gap is even wider in the informal sector, where many women are employed. They are often concentrated in low-wage sectors like agriculture, textiles and services. In contrast, high-paying sectors such as IT, engineering and finance remain male-dominated, widening the income divide.

While Sri Lanka performs well on global gender indices, particularly in education, the wage disparity highlights a deeper issue: economic progress has not translated into pay equity. Women still face wage discrimination and are often steered into lower-paying jobs, pointing to systemic barriers that need addressing.

Key Factors Contributing to the Gender Wage Gap

Occupational segregation remains a key issue. Despite women’s critical economic contributions, they are concentrated in lower-wage industries. Sectors like agriculture and textiles, where women predominate, tend to be undervalued. Cultural norms further compound the issue, with societal expectations often prioritizing women’s roles as caregivers, pushing them toward part-time or informal work. This “double burden” limits their full-time employment and career progression opportunities, constraining their earning potential.

Education and skills gaps also play a role. Although Sri Lanka has made strides in female education, women remain underrepresented in high-paying fields like science, technology, engineering and mathematics (STEM). Without targeted initiatives to encourage women’s participation in these fields, wage disparities will likely persist. Workplace discrimination and unconscious bias further entrench wage inequality. Women face obstacles in promotions, salary negotiations and leadership roles. Although legal frameworks exist to promote gender equality, weak enforcement leaves many women vulnerable to wage discrimination.

The Impact of COVID-19

The COVID-19 pandemic has widened Sri Lanka’s gender wage gap. The economic downturn disproportionately affected Women, particularly those in low-paying, informal jobs. Sectors such as hospitality, textiles and domestic services—where women are heavily represented—suffered severe losses during lockdowns.

The burden of unpaid caregiving also increased during the pandemic, with many women leaving the workforce to care for children or elderly relatives. This prolonged absence from the labor market has long-term repercussions on their earning potential, threatening to reverse years of progress toward wage equality.

Addressing the Gender Wage Gap in Sri Lanka

To close the gender wage gap in Sri Lanka, a comprehensive approach involving government intervention and support from nongovernmental organizations (NGOs) is essential. Enforcing existing equal pay laws and conducting regular wage audits are necessary first steps. According to U.N. Women, strengthening labor laws to ensure equal pay for equal work across all sectors is crucial for narrowing the gap.

NGOs play a pivotal role in advocating for women’s economic empowerment. For example, the Women’s Development Federation (WDF) in Sri Lanka has been actively working to empower women through skills training, entrepreneurship programs and advocacy for fair wages. Its initiatives have enabled thousands of women to gain financial independence by entering nontraditional sectors or starting small businesses. This has helped to bridge the wage gap in local communities.

Another notable organization, CARE International, has launched initiatives like the Made by Women movement, which focuses on improving working conditions and wages for women in the textile industry. Its advocacy has led to partnerships with local businesses to ensure better pay and opportunities for women workers, serving as a model for other industries.

The government can also expand women’s access to high-paying fields through targeted education and vocational training programs. According to recommendations from the UNDP, providing scholarships and incentives for women to pursue careers in traditionally male-dominated fields like STEM can help bridge the skills gap and diversify the workforce.

Addressing the caregiving burden through policies like affordable childcare and family-friendly work environments would enable more women to participate fully in the workforce. Such measures would encourage women to return to work after caregiving responsibilities, reducing career interruptions and ensuring better career progression.

A Path Forward: Economic Growth and Gender Equality

Addressing the gender wage gap is not just an issue of fairness—it’s crucial for Sri Lanka’s economic growth. Studies indicate that closing the wage gap could significantly boost the country’s gross domestic product (GDP) by increasing women’s labor force participation and productivity. Reducing gender wage inequality could lift many families from poverty, contributing to national economic resilience.

While Sri Lanka has progressed in some areas of gender equality, the wage gap remains a substantial barrier to true economic equity. A coordinated effort from the government, private sector and civil society is necessary to dismantle the barriers that keep women in low-wage roles and ensure equal opportunities.

– Nandini Bhatia

Nandini is based in the United Kingdom and focuses on Politics for The Borgen Project.

Photo: Flickr

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Organizations Fighting the Feminization of Poverty in Africa

Organizations Fighting the Feminization of Poverty in AfricaAfrica, the world’s second-largest continent, shares borders with the Mediterranean Sea, the Red Sea, the Indian Ocean and the Atlantic Ocean. It holds the highest extreme poverty rates globally, with 23 of the 28 poorest countries, where poverty rates exceed 30%. With the poverty line set at $1.90 per day, Africa’s poverty rate is estimated at 35.5%. Over the past decade, the disparity between the poverty rates of women and men has widened, a trend often described as “the feminization of poverty.” While the continent has one of the highest rates of female labor participation ─second only to Asia─ vulnerable employment (such as unpaid family work) remains the norm.

Women Against Poverty

Compared to others, households led by women face a one-third higher risk of poverty, an issue often referred to as “the feminization of poverty,” which highlights the disproportionate number of women and children among the poor. In response, Women Against Poverty (WAP), a nongovernmental charity founded in Tanzania in 2012 by Mary Gemela and Cresensia Shirima, works to improve the socioeconomic conditions of girls and women in vulnerable conditions. The organization champions an agroforestry transformation in the developing world. It aims to substantially increase the use of working trees on smallholder rural landscapes, thereby ensuring food, nutrition, income, health, shelter, energy and a regenerated environment for women in these communities.

African Women’s Development Fund

Since its founding in 2001, the African Women’s Development Fund (AWDF) has been funding women-led organizations across Africa. AWDF supports grassroots, local and civil social movements that empower women. The foundation uses a philanthropic approach shaped by its early financial challenges to support feminist movements. Understanding the vital role of financial stability in building and maintaining organizations, AWDF commits to providing feminist groups with the necessary funding.

A wide array of organizations advocating for African women receives grants from AWDF. To qualify, organizations must be women-led, employ a staff that is at least 70% female, have operated for over three years and maintain a structured governance system dedicated to empowering African women. Eligible organizations can receive funding between $2,000 and $100,000. Over the past 22 years, 1,555 women’s rights and feminist organizations in 47 African countries and five Middle Eastern countries have received a total of $4.7 million from AWDF.

United Nations Women Africa

Globally, for every 100 men aged 25 to 34 living in extreme poverty, there are 122 women in the same age group. In sub-Saharan Africa, this disparity increases, with 127 women for every 100 men experiencing extreme poverty. Providing gender-responsive services, production resources, and market access in agriculture, industry and trade can significantly enhance the economic empowerment of women and youth in Africa. United Nations (U.N.) Women aim to empower up to 2 million women through regional and national interventions that increase income and build assets, wealth and business leadership. The program increases women’s access to productive resources and business services, addresses policy and regulatory barriers and enhances women’s participation in and benefits from the extractive industry, agriculture and trade. It also focuses on developing women’s and youth’s agribusiness and entrepreneurship skills across the value chain.

Looking Ahead

The feminization of poverty in Africa highlights women disproportionately affected by economic hardship. Organizations such as Women Against Poverty (WAP) and the African Women’s Development Fund (AWDF) are working to change this by providing women with the tools and resources needed to improve their livelihoods. Additionally, U.N. Women Africa is focused on empowering women through access to business opportunities and addressing policy barriers, ensuring that women can play a key role in driving economic growth and poverty reduction. These ongoing efforts are essential for fostering long-term development and creating a more equitable future.

– Minji L. Kim

Minji is based in Seoul, South Korea and focuses on Good News for The Borgen Project.

Photo: Flickr

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Single Elderly Women in Japan Struggle with Poverty

Single Elderly Women in Japan Struggle with PovertyA recent survey conducted by Tokyo Metropolitan University Professor Aya Abe reveals that 44.1% of single women aged 65 and older in Japan are living in poverty. This rate is notably higher than their male counterparts and is nearly equivalent to the 44.5% poverty rate among working-age single-parent households.

Japan faces growing concerns about its aging population, particularly single elderly women who are at a higher risk of poverty. Current data suggests a stark contrast in poverty risks between genders and marital statuses, with elderly women more likely to struggle financially. Projections indicate that poverty rates for elderly women could increase from 22% to 25% and for divorced or unmarried women, the rate could spike to 50%. In contrast, only about 10% of elderly men are expected to fall into poverty. Widowhood offers limited financial relief, often restricted to bereaved family pensions.

Economic Inequality and Labor Market Challenges

The 2022 Ministry of Health, Labour and Welfare report in Japan reveals significant gender and age disparities in “one-person households.” Men constitute 35.9% of these households, with the largest age group being 70 to 74 years old, accounting for 28.7% of single male households. In contrast, women make up 64.1% of one-person households, with the largest demographic being those aged 85 and over, representing 24.1% of single female households.

Despite a doubling of income over the past two decades, Japanese women still earn significantly less than their male counterparts. As of Feb. 2023, the Statistics Bureau of Japan reported that the average monthly income for women was ¥83,896 ($630), compared to ¥345,645 for men. This disparity is exacerbated by the fact that 70% of female workers hold part-time or nonpermanent positions, which typically offer lower pay and limited opportunities for advancement. Consequently, Japan’s ranking suffered in the World Economic Forum’s 2022 Global Gender Gap report, ranking 116th out of 146 countries, primarily due to wage inequality and a scarcity of women in senior management roles.

Societal Norms and Systemic Disadvantages

“Social norms that assume women are being supported by men have led to a system that doesn’t consider women living alone—and persist even today,” said Abe, “Attention on ‘women’s poverty’ often focuses on young women and single mothers. Policies also revolve around child support and are not essentially supporting women.” This disparity stems from the post-war pension system, which was based on the assumption that women would leave the workforce to raise children while men, employed full-time, would secure generous benefits. Consequently, the system inadequately supports single, divorced or never-married women in their later years.

Policy Recommendations and Future Directions

In Japan, the public pension system covers individuals from age 20 to 59, with basic pension benefits starting at age 65, contingent on a minimum of 10 years of contributions. Full benefits are available after 40 years of contributions. Enhancing the income security function of this system can potentially mitigate the risk of elderly poverty.

A RIETI report recommended three frameworks for improving Japan’s pension system. Firstly, it suggested expanding employee health insurance to cover nonpermanent, part-time workers, thereby ensuring more comprehensive protection and reducing the risk of exclusion from the pension safety net. Secondly, raising the pensionable age could increase benefits for those currently receiving low amounts, more effectively addressing elderly poverty. Finally, implementing partial reforms to the existing system could significantly alleviate poverty without the need for a complete overhaul.

The Japanese government is actively promoting “lifelong work” to alleviate the country’s significant labor shortage and to encourage elderly citizens to contribute more toward their medical and nursing care expenses. To support this initiative, the Fiscal System Council is evaluating a proposal to raise the pensionable age to 68. Although the official retirement age in Japan is 65, the country has the world’s second-highest rate of senior employment, with many older adults working informal part-time jobs to supplement their pensions.

Looking Ahead

Japan’s aging population, especially single elderly women, faces severe economic challenges. Despite efforts to improve income security, significant disparities remain in wages and employment opportunities. With proposed reforms like raising the pensionable age and expanding insurance coverage, Japan aims to address these ongoing issues and enhance financial stability for its elderly citizens, striving to reduce poverty and improve their quality of life.

– Cindy Hong

Cindy is based in Milpitas, CA, USA and focuses on Global Health for The Borgen Project.

Photo: Unsplash

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How Digital Jobs Could Reduce the Gender Wage Gap in Albania

Gender Wage Gap in AlbaniaAlbania emerged from a 50-year dictatorship in the early 1990s as the poorest country in Europe. Over time it has transformed itself into what the World Bank describes as an upper-middle-income country. However, despite rising wages, the gender wage gap in Albania remains an issue that needs addressing. However, the Digital Jobs Albania initiative from the World Bank could offer women in the country opportunities that can help shrink the gap.

Albania is one of the countries with “the highest proportion of women in government cabinets” in the world. Furthermore, according to the Institute of Statistics, women in Albania are, on average, better educated than their male counterparts. In Albania, 21.3% of women in the country have completed higher education compared to 18.2% of men. But, despite women being better educated and represented in government, they continue to be paid less than men across the majority of professions. What’s more, the gender wage gap in Albania is actually increasing over time, rather than decreasing.

Why Does the Gender Pay Gap Keep Growing?

According to Euronews, the average working individual in Albania was paid 61,898 lek gross per month in 2022, which is an increase of 8.2% from the previous year. Euronews’ research shows that it is the difference in the speed and size of salary increases between men and women that has likely led to the gender wage gap in Albania widening over time, despite women’s increased education and presence in government.

For men, the average salary of 63,773 lek was an increase of 9.2% from the year before. For women on the other hand, the average salary of 59,773 lek was only 7.3% more than the previous year. So, the gap between men’s and women’s pay in Albania increased from 4.2% in 2021, to 6.2% in 2022 thanks to men’s wages increasing faster than their female counterparts, Euronews reports.

Are Digital Jobs the Solution?

The European Institute for Gender Equality has been working with Albania to build its capacity for gender equality since 2013 and the Gender Equality Index that the country released in January 2020 scored 60.4 points. Its score in the Domain of Power of 60.9 was higher than the European Average of 47.6 points. This was primarily due to the aforementioned high levels of women working in government.

However, the index also shows that Albania’s score within the domain of money, which covers gender inequalities in financial resources and the economic situation in which men and women live, is 20.8 points lower than the EU-28 average. This means that women in Albania are more likely to be at risk of poverty than men within the country.

To work to combat the gender wage gap in Albania, the Digital Jobs Albania initiative offers opportunities to help them gain better access opportunities for work online, and so better connection to the global economy.

Digital Jobs Albania offers a three-month intensive training program in digital skills for women aged 16 to 35 aiming to encourage them to connect with rapidly growing industries that specialize in online freelance work, such as graphic design, digital marketing and web development.

Shrinking the Gender Wage Gap

The flexible working hours and the ability to work from home that these careers offer can help more women in Albania stay in the labor market and gain financial independence, therefore shrinking the gender wage gap in Albania.

Between September 2021 and May 2022, the project had already produced results with more than 5,000 women expressing interest in joining the training initiative. This was far more individuals than spots available and demonstrated just how unmet women’s work demands are in the country. Furthermore, the initiative has appealed to young people in the country, with more than 500 enrolling in the initiative.

– Kristina Grant

Kristina is based in Scotland, UK and focuses on Business and Technology for The Borgen Project.

Photo: Pexels