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Empowering Women to Close the Gender Pay Gap in Malawi

Gender Pay Gap in MalawiPoverty is an ongoing issue in Malawi with more than 70% of people living under the international poverty line. A vast majority of Malawians are living on less than $2.50 per day, resulting in 13 million struggling to achieve economic security.

Women are at an increased disadvantage due to social norms, creating an even bigger disparity in equality. The gender pay gap in Malawi affects not only women, as equality in the workplace, at home and societal beliefs can benefit everyone.

Conditions for Women in Malawi  

Women hold low economic power in their homes and workplaces, balancing unpaid childcare with paid jobs in productive sectors such as agriculture and mining, while still consistently being offered fewer hours and lower wages than men.

Girls are typically married before 18, having to abandon their education to care for their children. This limits their opportunities in the workforce and continues to perpetuate the notion that women are less skilled and deserve less pay. By taking away the chance for a full education, women are left at a disadvantage compared to men, who can finish their education and enter the workforce.

Women as Leaders in Poverty Reduction 

A 2023 UN Study focusing on the gender pay gap in East and Southern Africa supports the idea that women can become leaders in poverty reduction. Empowering women and giving them financial autonomy could help lift the entire country out of poverty. Women are more likely to share their income with the household, investing more in their children’s health, housing and education. Prioritizing investing in their own families further stimulates the economy and fuels the next generation to create better overall living conditions.

To integrate women confidently into the labor market, the U.N. is calling for legislative change, creating transparency in the hiring process and prohibiting discrimination based on gender or marital status. Malawi can achieve this by developing regulations for minimum wage, increasing benefits and making salaries publicly available. All of this contributes to the elimination of the glass ceiling, bringing women to the forefront of economic progress.

Malawi must work to change societal norms, while also implementing work-life balance policies to ensure that unpaid child care is no longer the only option. Progressing to share child care responsibilities will empower women and unlock the full potential of the Malawian workforce. Uplifting women will facilitate socioeconomic growth, working to lift the entire country above the poverty line.

The good news is that progress has already begun. Malawi has achieved an equal representation of genders in schools by removing education fees and creating a safe space for girls to learn. This is key in empowering young girls to enter the workforce with confidence and the knowledge necessary to succeed.

Empowered Women Advocating for Change 

Advocacy and the creation of support programs are essential in closing this gender divide. The Young Feminists Network (YFN) is an organization that lobbied to establish an Executive Committee at the end of 2024, representing the interests of women nationwide. Its work is pivotal to bringing the gender pay gap in Malawi to the forefront of government policy changes and giving women a voice at the political level.

YFN’s Equal Pay Day event in 2025 brought women together to discuss the “Untapped Societal Potential due to the Persistent Gender Pay Gap.” This shift in narrative, driven by young women, places an increased emphasis on the value women have to the economy. YFN is working to reshape the idea that women are less by recognizing their potential to become integral members of society.

This is vital work, increasing awareness and empowering women across the country to be confident and demand equal pay. YFN is an effective example of how societal norms are shifting and how women are asking for more. The full potential for Malawi’s economic growth is being unlocked as women find their collective confidence to demand equal pay. Young women are at the forefront of calling for change, not just to benefit themselves, but to help everyone in Malawi.

With government support and legislative change to close the gender pay gap in Malawi, women will continue to rise and bring prosperity to their country. Empowering women and giving them financial autonomy will lead to poverty reduction, powering the economy to create a sustainable future. All Malawian women need is the space to succeed. 

– Hope Jowharian

Hope is based in Paris, France and focuses on Business and Good News for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Montenegro

Gender Wage Gap in MontenegroMontenegro has made steady progress on gender equality, however, women continue to earn less than men across most sectors of the economy. Structural habits in employment, social expectations and inequalities within the labor market reflect the gender wage gap in Montenegro, resulting in higher poverty risks for women.

A 2021 report from the International Labor Organization (ILO) indicates a 21.6% difference between female and male average earnings. Prime-age workers, highly skilled workers and foreign employees experience the most significant gap. Differences in the wage gap are not due to lack of qualifications or experience, but structural inequalities that shape the outcomes of women’s earnings.

Sectoral Segregation Reinforces Inequality

One of the leading factors of the gender wage gap in Montenegro is occupational segregation, as most women work in lower-paying sectors. Men dominate higher-paid fields, including construction, technology and energy, while women are concentrated in fields including retail, education and health care. Many women are on fixed-term contracts, facing larger wage penalties and limiting long-term earning potential. These disparities increase women’s vulnerability to poverty.

Female workers in Montenegro often acquire higher levels of education compared to men. However, these improved qualifications are not yet reflected in their pay. According to the LIO, highly educated women continue to earn less than similarly educated men. This suggests that gendered stereotypes, limited access to leadership roles and hiring patterns continue to hold back guaranteed equal pay and reinforce the gender wage gap in Montenegro.

Women Face Higher Poverty Risk Amid Unequal Earnings 

Montenegro’s Gender Equality Index score for 2023 was 59.3, placing the nation below the European Union average by more than nine points. According to the Statistical Office of Montenegro (MONSTAT), monetary and economic resources remain the least equal category. Scarce access to economic opportunities alongside lower earnings positions Montenegrin women at a higher risk of poverty than men, especially single mothers and rural women.

Reforms Aim To Reduce the Wage Gap

The Montenegrin government has introduced several legal and policy reforms to strengthen equal-pay protections and expand economic opportunities for women. Reforms include improving labor-law enforcement, expanding digital-skills training and supporting female entrepreneurship. The European Union and international partners are supporting these programs. According to the UNDP, these initiatives increased women’s participation in training programs supporting more than 500 women-led businesses between 2020 and 2023. Strengthening these reforms is vital to closing the gender wage gap in Montenegro.

Ending the gender wage gap in Montenegro will require a sustained investment in childcare, stronger enforcement of equal-pay law and expanded opportunities for women in high-growth industries. With consistent support from national institutions, the European Union and local organizations, Montenegro can reduce poverty rates and build a more equitable and resilient economy for all. 

– Hana Abulkheir

Hana is based in London, UK and focuses on Global Health and Politics for The Borgen Project.

Photo: Unsplash

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Exploring the Gender Wage Gap in Timor-Leste

Gender Wage Gap in Timor-LesteTimor-Leste, one of Southeast Asia’s youngest nations, continues to grapple with a range of social and economic challenges, one of which is the gender wage gap. Despite progress in political representation and laws promoting equality, women in Timor-Leste frequently earn less than men, limiting their economic independence and the nation’s growth potential. Addressing the gender wage gap in Timor-Leste is vital for building a more resilient and inclusive economy.

Employment Disparities and Economic Impact

According to the Labour Force Survey 2021, women in Timor-Leste are significantly less likely to participate in the labor market than men. The labor force participation rate stood at 36.9% for men and only 24.2% for women. Of the total employed population of 234,300, only 92,300 were women compared to 142,000 men. Unemployment among women was also higher at 5.9% compared to 4.6% for men, highlighting the structural disadvantages women face in accessing stable and well-paid jobs.

The survey further found that women are more likely to be self-employed or contributing family workers and less likely to hold formal wage employment. This imbalance not only constrains women’s personal financial independence but also reduces household income and the nation’s overall productivity.

Key Factors Behind the Gender Wage Gap in Timor-Leste

  1. Educational Gaps: Reports finds that educational disadvantage is higher in poorer regions with illiteracy and school non-attendance more prevalent among women. On average, the number of unschooled or illiterate females per household, according to the Timor-Leste Survey of Living Standards (TLSLS), is almost 30% higher than that of males. This educational divide, coupled with limited access to upskilling training, restricts women’s ability to enter the labor force, thereby reinforcing income inequality and limiting long-term economic mobility.
  2. Traditional Gender Roles: A major factor behind women’s low participation in Timor-Leste’s labor force is the persistence of traditional gender roles that assign domestic duties primarily to women. Of the women outside the labor force, more than half (50%) are engaged in family responsibilities or housework, compared with only 32% of men. These figures reflect deep-rooted social expectations that women should prioritize unpaid household labor over paid employment. As a result, many women face interruptions in their careers or are unable to enter the workforce at all, which contributes directly to the gender wage gap.
  3. Social Norms: Social norms in Timor-Leste also influences who holds authority within families and communities. People widely regard men as the primary decision-makers and breadwinners, while women’s roles often involve supporting and managing the household. Many families see wives as better at budgeting and saving, and therefore take charge of daily expenses and household finances. However, this division reinforces a deeper imbalance where men “work” and earn, while women “save” and manage, keeping women’s economic roles confined to the private sphere. Such cultural attitudes discourages women’s participation in public life and entrepreneurship, and ultimately reinforce gender disparities in income, leadership and opportunities.

Efforts To Close the Gap

Timor-Leste has demonstrated a strong national commitment to advancing gender equality and women’s leadership through the launch of its second-generation National Action Plan on Women, Peace and Security (NAP 1325) for 2024–2028. This five-year plan, with technical assistance from UN Women, attempts to incorporate gender equality at every level of government, from community decision-making and security sector reform to peacebuilding and humanitarian relief. The new plan, which builds on the achievements of the first NAP, has a strong emphasis on women’s leadership and meaningful engagement, particularly in fields where representation is still low. With women already occupying 36.9% of parliamentary seats and the appointment of the nation’s first female military commander, the plan represents a persistent attempt to reduce gender disparities in leadership as well as in the larger social and economic spheres.

Future Opportunities

Timor-Leste has certainly made progress in addressing gender inequality over the years, but continued efforts are essential to closing the gender wage gap in Timor-Leste and promote greater economic equity.

Despite existing laws to guarantee equal compensation for equal labor, enforcement remains inconsistent. Timor-Leste should focus on strengthening enforcement of laws pertaining to fair pay, maternity leave and employment discrimination. Ensuring that women can truly benefit from protections they are entitled to is crucial in reducing the wage gap and improving women’s financial independence.

Furthermore, to overcome the education divide, more targeted efforts are necessary to enhance women’s access to education, especially in traditionally male-dominated disciplines like STEM (Science, Technology, Engineering and Mathematics). Scholarships, incentives and awareness campaigns should also be fully accessible for both men and women in order to advance gender equality. By empowering women through education, Timor-Leste can therefore build a more inclusive workforce.

Looking Ahead

Though challenges remain, Timor-Leste has made significant strides towards gender equality. Ultimately, closing the gender wage gap in Timor-Leste benefits not just individuals but the entire nation, and Timor-Leste can then unlock its full economic potential, reducing poverty and fostering a more resilient and equitable society for all.

– Chris Tang

Chris is based in Beijing, China and focuses on Good News and Technology for The Borgen Project.

Photo: Wikimedia Commons

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Closing the Gender Wage Gap in Uzbekistan

Gender Wage Gap in UzbekistanWith a population of around 37.2 million people, Uzbekistan is a country located in Central Asia which covers around 448,000 square kilometers. As one of Central Asia’s fastest-growing economies, the country is transforming how it educates, employs and empowers its citizens. Among its most ambitious goals is advancing gender equality and closing the gender wage gap in Uzbekistan.

On average, women in Uzbekistan earn about one-third less than their male counterparts, a disparity that occupational divides, cultural expectations and limited access to higher-paying sectors have largely shaped. These reasons largely demonstrate the complexities faced when trying to close the gender wage gap, even in a country determined to move forward.

Over the past few years, the government has taken significant steps to strengthen women’s participation in the workforce and promote fair pay. Legal changes, like the 2022 labor code, mark an important milestone in Uzbekistan’s journey towards a more inclusive economy, one that values skill over gender.

Education as a Foundation for Change

In classrooms, Uzbekistan’s gender story looks like a success; with literacy and school enrolment rates to be nearing almost level between the genders.  More young women are enrolling in universities and vocational programs than ever before, many entering fields that men once dominated. Government scholarships and training initiatives are encouraging women to pursue studies in science, technology and engineering, which are sectors critical to Uzbekistan’s growing economy. With programs like Technovation Girls Uzbekistan and the UniSat International Education Program for Girls, women from 8-24 are receiving encouragement to participate in things like skills workshops and social entrepreneurship, and they are promoting the breaking of gender stereotypes within STEM. Starting with a cohort of around 250 girls, the career ladder for young girls is increasingly expanding.

Yet, as more women graduate, ensuring this education translates into equal earnings remains a challenge. Women are heavily represented in the teaching and health care sectors, professions that are socially valued but financially undervalued. But, the shift is underway: women are increasingly going into more leadership roles in STEM.

Reform To Open Doors

Legal and policy reforms are driving the country’s shift to close the gap. In 2022, the country adopted a new labor code that explicitly prohibits wage discrimination and removes many outdated job restrictions. Alongside this, around 66.7% of Uzbek legal frameworks aim to focus on working towards achieving gender equality under the SDG indicator (including a focus on reducing violence towards women).

Uzbekistan’s National Gender Strategy aims to boost women’s economic participation and ensure their pay and promotion is based on merit. It is based in legal and institutional reform to instigate concrete actions. Uzbekistan created a national commission on gender equality in parliament with a separate ‘gender expertise’ requirement to ensure new policies are regulated to have a positive gender impact. Similarly, gender-responsive budgeting and quota restrictions aim to integrate gender-responsive budgeting into national and local planning while also setting targets for women to undergo successful employment. It is reported that the share of women in leadership roles has increased to 27% from just 7% in 2016, proof that Uzbekistan’s strategies to close the gender wage gap are working.

Partnerships with organizations like the World Bank or the UNDP aim to create pathways for women through entrepreneurship programs and public leadership. With more companies adopting these initiatives, conversations about closing the gap have entered mainstream public life. A partnership between the UNDP and the Hamroh company created the Women’s Entrepreneurship Support Programme. Additionally, financial support via preferential loans and bank-driven programs have supported more than 130,000 Uzbek women with their entrepreneurial initiatives, showing Uzbekistan’s commitment to improving gender equality and reducing the gender wage gap in the job sector in Uzbekistan.

Shifting Social Attitudes

While policy opens doors, social change is integral to keeping them open. With attitudes towards women’s work and leadership evolving across Uzbekistan; professionals are now challenging traditional gender roles. The government has also launched campaigns to spread the benefits of gender equality, not just for women but for the economy as a whole. According to the World Bank, closing the pay gap and increasing women’s labor participation could lift more than 700,000 people out of poverty and raise national income by nearly 30%. Not only would this change be good for women, but for Uzbekistan’s future.

While cultural expectations still influence women’s career paths, specifically in rural areas, women are continually balancing their professional ambitions with domestic duties. It is predicted that Uzbek women spend 22% of their time on household duties versus 9% in the case of men. If Uzbekistan continues to close its gender wage gap and lessen the domestic burden on women, earned income can increase while poverty reduces. As Uzbekistan continues to help relieve women of these pressures, women can continue to stay and thrive in the workplace.

Looking Forward

Uzbekistan’s journey towards closing the gap is still a work in progress, but the direction is clear. The foundations have been laid in education, reforms and societal growth, but Uzbekistan’s main challenge is now to turn equality on paper into practice. Bridging the gap will take time, but doing so could unleash the potential of half the country’s workforce, redefining what progress means for the nation.

– Megan Burrows

Megan is based in Birmingham, UK and focuses on Good News and Politics for The Borgen Project.

Photo: Unsplash

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The Gender Wage Gap in Guyana: Can It Improve?

Gender Wage Gap in GuyanaGuyana is a developing country with many impoverished citizens and women make up a large number of the impoverished population. This is due to the gender wage gap in Guyana, which multiple factors, such as gender role expectations and gender bias, lead to. While there remains room for improvement, the country has put actions in place to address the gender wage gap in Guyana, and conditions are slowly starting to get better.

The Gender Wage Gap in Guyana Exists

According to an Environmental Impact Assessment which was done for a government project, employment is less likely for women than it is for men. As of 2021, labor force participation was 64.9% for men and 38.7% for women. The employment-to-population ratio was 43.2%, with 56.3% being the rate for men and 31.3% being the rate for women. Additionally, as per the World Bank, women rank higher in education than men, yet labor market outcomes does not reflect this. This indicates that women face discrimination when it comes to employment. When women have employment, they do not receive as much pay as their male counterparts, regardless of working in similar positions.

The Reasons

The gender wage gap in Guyana exists due to gender role expectations and gender bias. 

  • Gender Roles: Women in Guyana often take on traditional gender roles, such as getting married, having children and being stay-at-home mothers, and many of them fall into those roles, whether it is by their choice or not. As there is an expectation for men to be the breadwinners of the family, it is harder for women to make careers for themselves after taking on these roles. Additionally, many girls in Guyana get married before the age of 18, and have children sooner in life. This makes it even more difficult for them to get jobs.
  • Gender Bias: Gender biases make it more difficult for women to attain higher paying jobs, such as those in STEM. Instead, they are more likely to take on lower-paying jobs. As previously mentioned, they continue to receive less pay than men do even if they do manage to obtain higher paying occupations. 

Benefits of Eliminating the Gender Wage Gap in Guyana   

Of course, the elimination of the gender wage gap could lead to more gender equality, and ensure that women receive fair treatment and avoid lack of financial power and poverty for women. If women receive less pay and are unable to work, this increases poverty rates for the country as a whole. According to the World Bank, “Guyana’s poverty rate was among the highest in the Latin America and Caribbean (LAC) region.”

Improvements

While there is still room for improvement, a lot of progress has occurred in terms of gender equality in Guyana. Sources indicate that women in Guyana have started to have equal voices in political forums, and that Guyana has been improving significantly in terms of economic opportunities for women.

Additionally, the National Gender Equality and Social Inclusion Policy has been implemented. The goal of this policy is to provide women with equal rights and social inclusion, including within the workforce. Women’s participation in the workforce has increased since the activation of this policy. The country has also put other laws in place that prohibit gender discrimination and violence (in the workplace and in general), along with those that prohibit discrimination against women during pregnancy and after birth in the workforce.

While improvements have occurred, there is still room for more. Workplaces should continue to implement these laws and policies, and more steps are essential to addressing gender roles and biases in order to further reduce the gender wage gap in Guyana. 

– Renata Hirmiz

Renata is based in San Diego, CA, USA and focuses on Politics for The Borgen Project.

Photo: Wikimedia Commons

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Addressing Belize’s Gender Wage Gap

Belize's Gender Wage GapBelize is a Central American country rich in natural resources such as raw sugar, mangoes, bananas, oranges and seafood. The country is famous for its island resorts, beautiful beaches and exotic marine life. Its multiracial population includes people of Garifuna, Mayan, Spanish, Creole and European descent. Tourism has been booming in towns and cities such as Stann Creek, San Pedro, Placencia and Belmopan, rising by 11.8% over the past year and bringing in revenue to the country of about 417,000 people. While the small Central American nation attracts tourists from around the world, native Belizeans continue to face challenges such as rural poverty and gender-based wage disparities.

Belize’s Multidimensional Poverty

Belize has a high poverty rate, with 42% of the general population living in poverty. Belizean men are more likely to experience multidimensional poverty at 24%, compared to 19% among women. Large Belizean households with more than seven family members are also more likely to be affected by poverty.

Reports from the Statistical Institute of Belize (SIB) in September 2024 showed that the multidimensional poverty rate fell to 22.1%, compared to 26.4% in 2023. The decrease reflects improvements in areas such as sanitation and Internet access across both urban and rural communities.

Child poverty remains above 50%, with many Belizean children experiencing multidimensional poverty, which includes a lack of basic needs and resources. Expanding social protection programs for Belizean youth and women is essential, as violent crime and gender-based violence continue to pose significant challenges.

Belize’s Gender Wage Gap

Women make up more than 50% of Belize’s population, yet remain underrepresented in the labor force. As of April 2025, the unemployment rate in Belize was 2.1%. For women, it stood at 3.3%, compared to 1.3% for men. Although unemployment is low, Belize’s gender wage gap persists. The Statistical Institute of Belize (SIB) reported in 2021 that the average monthly income for Belizeans was $1,498, but women earned an average of $1,116. Belizean women earn about 24% less than men. Many young Belizean women also work part-time.

The hourly minimum wage is $3.30 Belize dollars (BZD). Since two BZD equal one U.S. dollar, banks, businesses and residents often use both currencies interchangeably. However, the reliance on foreign currency increases the cost of everyday goods for Belizeans.

Belizean men make up nearly 60% of the workforce while women make up the remaining 40%. Men work more physically demanding jobs such as construction, fishing and farming. Belizean women typically work in the medical field, tourism, clothing industry, nonprofits, arts, teaching or are self-employed. However, not all Belizean women are able to access employment opportunities. Women in particular have fewer work opportunities due to barriers such as family care and household duties. One of the leading factors behind the gender wage gap is discrimination against women and girls.

Government Intervention

The Belizean government signed into law the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) in 1990. The law seeks to eliminate discrimination against women and girls and establishes standards and principles for their civil and social rights. Nonprofit organizations such as PathLight International and the Belize Education Project have added to this progress, empowering young women to achieve their academic dreams and lifelong goals.

Belizean women have become more educated than men as the education system has improved; however, there is still more progress to be made. In higher education, 9% of Belizean women over 25 have attained a bachelor’s degree, while men are at 7%. In tertiary education, 29% of young women graduate compared to 17% of men. Despite this, they are not selected as often in the job market after graduation. Government agencies such as the National Women’s Commission contribute to the welfare of Belizean women and support their right to pursue better education and employment opportunities.

Looking Ahead

While there has been notable progress since the passage of the CEDAW law, closing the gender wage gap in Belize requires systemic change in both culture and education. Continued improvements in the education system, increased investment in rural towns and cities, expanded job opportunities, and stronger advocacy for gender equality and social upliftment could help narrow the gap. In addition, improving the quality of life for Belizeans will require strengthening the health care system with modern technology, ensuring food security, enhancing sanitation and reducing violent crime and domestic violence.

– Gene A. Lambey, Jr.

Gene is based in Washington D.C., USA and focuses on Good News and Global Health for The Borgen Project.

Photo: Flickr

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Exploring the Gender Wage Gap in Eritrea

Gender Wage Gap in EritreaWomen earn less than men in Eritrea. This article explores the reasons for the gender wage gap in Eritrea as well as documenting implemented solutions. According to TimeCamp, factors include societal norms, gender roles, educational attainment and occupational segregation. A further discussion of each factor follows.

Societal Norms and Gender Roles

Eritrea is a patriarchal society where people see women as inferior to men. Men generally make the decisions in the household, while women handle the domestic affairs. Women who work in Eritrea generally work in agriculture, retail and services (i.e. domestic, informal employment, etc.), which tend to have lower wages. Due to this, women and girls in Eritrea are more vulnerable to falling into poverty.

The World Bank indicates the labor force participation is 72.3% female and 84.3% male. Of those, 83.6% of the females have “vulnerable employment,” in contrast to 65% of men. Vulnerable employment is a type of employment that is “least likely to have formal work arrangements, societal protection and safety nets to guard against economic shocks.” Individuals who have vulnerable employment are more likely to fall into poverty. 

Women’s participation in decision making in public and private sectors is relatively limited. Women occupy 22% of the seats in Eritrea’s 150-member parliament. This is lower than the average rate in other low-income economies.

Educational Attainment

Access to education is key in closing the gender wage gap in Eritrea. Illiteracy and unemployment rates had been significant among the women of Eritrea.  The number of girls attending school is lower than that of boys. The World Bank has reported that 48.2% of girls and 50.4% of boys complete lower secondary school in Eritrea. BTI reports that many girls drop out to avoid sexual harassment. 

Solutions

Eritrea’s government has policies and mechanisms in place to support gender equality, including wages. Eritrea touts several policies enacted that speak of gender equality and equal rights for women. Eritrea’s National Democratic Program, which laid the groundwork for the government upon achieving independence, was enacted in 1977. Part of its framework “assures women full rights of equality with men in politics, economy and social life as well as equal pay for equal work.”

In the area of education, Eritrea has made strides. Eritrea’s Ministry of Information touts its National Education Policy’s pledge to “eliminate gender disparity at all levels of the education system.” This policy was enacted in 2003. The Ministry of Information further indicates that women’s enrollment in primary, secondary, vocational schools and colleges has been rising. Of the nearly 15,000 students who took the Eritrean Secondary Certificate Examination in 2023, 49% of the students were female.

The percentage of girls that complete lower secondary school in Eritrea is higher on average than that of the Sub-Saharan region as a whole.  

Efforts have also been made to address the disparity in women’s participation in decision-making roles. According to the United Nations Development Programs (UNDP), Eritrea implemented special instruments to ensure that women are included in the decision making. Specifically, there is a requirement of 30% of participation in decision making on national, regional and local assemblies as well as community courts, sports federations, and land committees. 

– Danielle Milano

Danielle is based in Pineville, LA, USA and focuses on Good News and Global Health for The Borgen Project.

Photo: Unsplash

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Addressing the Gender Wage Gap in Azerbaijan

Gender Wage Gap in AzerbaijanHistorically, in 74 countries, women have been confined to the four walls of their homes, limiting their activities to the domestic sphere. Azerbaijan is one of them. For decades, laws barred women from participating in the workforce, with 674 occupations exclusively reserved for men. For instance, regulations prohibited women from laying asphalt, working as train engineers or engaging in hazardous occupations. Women occupy only a small fraction of managerial positions, resulting in many of those roles going to men. Meanwhile, women’s monthly salaries are 35% lower than men’s salaries. Here is more information about the gender wage gap in Azerbaijan.

Decline of the Amazons-women

The history of Azerbaijan reveals that the country was once home to “Amazons-women,” a term used to describe women who possessed the best qualities traditionally attributed to men. Monuments in Azerbaijan commemorate successful women such as Queen Tomris and Queen Nushaba.

However, as history unfolded, Soviet rule suppressed women’s voices. Authorities pushed women into traditional household roles, primarily as mothers and caretakers. Today, men hold an overwhelming 90% majority in positions such as ministers, chairs of state committees and heads of large enterprises, while women hold the majority in supporting roles at 63.6%.

Poverty and the Gender Wage Gap in Azerbaijan

In Azerbaijan, the contrast between urban and rural women’s opportunities remains stark. Baku showcases women in leadership roles and thriving businesses, while rural areas, especially in the south, remain trapped in cycles of poverty, early marriage and economic exclusion. Many rural women lack access to education, pushing them into low- or no-income roles that cement financial dependence and limit future earning potential. This systemic lack of skills and access to better-paying jobs directly feeds into the national gender wage gap in Azerbaijan, as rural women often work in informal, low-paying sectors or perform unpaid household labor. Even with initiatives like UNDP–EU resource centers enabling small business creation, structural inequalities and limited market access keep rural women’s wages far below those of their urban counterparts, perpetuating poverty across generations.

Lag in Pay Parity

According to a 2023 report from the Azerbaijan Statistical Committee, female students make up 52% of higher education enrollment. However, this growth does not translate into equal remuneration. Women primarily work in health care and teaching, yet earn roughly half of what men in these professions receive. Workplace segregation remains a key driver of the wage gap. Social norms expect women to serve as mothers and limit interactions with men, which restricts professional networking opportunities necessary for career advancement. As a result, many women stagnate in low-paying jobs, constrained by societal expectations and fear of condemnation. Thus, many women continue to live under a figurative veil.

Reforms Open Doors, Yet Hurdles Remain

Gender wage disparity contributes to an estimated $160 trillion loss in human capital wealth globally. McKinsey reports that if women participated in the labor market at the same rate as men, global GDP could rise by $28 trillion.

Azerbaijan’s Parliament implemented a law called On amendments to the Labour code of Azerbaijan, which aims to reduce the number of prohibited professions from 674 to 204 for women. In contrast, the professions that continue to be prohibited are for pregnant women and women with children under the age of 1. 

The World Bank has been collaborating with Azerbaijan’s Ministry of Labour and Social Protection of Population (MoLSPP) to help women access STEM. The World Bank held a stakeholder roundtable on aiding the increase in the participation of women in the field of STEM. It also developed E-learning courses on occupational health and safety, violence and harassment, along with the European Bank for Reconstruction and Development, including representatives from MoLSPP. However, deep-rooted patriarchal social norms continue to persist, which hinders progress.

Initiatives to Promote STEM for Women

Women today are significantly underrepresented in fields like STEM, comprising only 30.1% graduates. A handful of institutions have made progress in addressing this including:

  1. The AGA Group and the Demir Scholarship: The AGA group provides scholarships to female students studying in STEM, finance and medical fields at UFAZ university. Successful female candidates receive a monthly scholarship of 250-300 AZN based on their academic performance. 
  2. Sumgait Technologies Park and the Gentle Engineers Women’s Development Project: The STP Group of Companies created the “Gentle Engineers” women’s development project in April 2024 in partnership with the Education Development Fund. It offers scholarships and mentorship to 50 high-performing female students in technical fields (e.g., engineering disciplines). Recipients receive financial support, training and mentorship.
  3. Coca-Cola Icecek and the Equal Salary Certification: In September 2023, Coca-Cola İçecek (CCI), the regional bottling company operating in Turkey and several neighboring countries, including Azerbaijan, received the Equal-Salary Certification from the Swiss Equal-Salary Foundation. This confirms that the company pays men and women equally for equal work.

Looking Ahead

While policy reforms have begun to address Azerbaijan’s gender wage gap, sustainable change will depend on dismantling entrenched social norms and ensuring equal access to all levels of the labor market.

– Chhahat Kaur Gandhi

Chhahat is based in New Delhi, India and focuses on Business and New Markets for The Borgen Project.

Photo: Unsplash

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Poverty Reduction in Serbia: Supporting Marginalized Groups

Poverty Reduction in SerbiaNestled in the heart of the Balkans in Southeastern Europe, Serbia was formerly part of the Yugoslav Republic. After a period of economic uncertainty and fluctuating living standards in the late 1990s and early 2000s, Serbia is making strides in improving the quality of life of its citizens.

Despite a growing economy, shrinking unemployment and existing social initiatives, women and marginalized groups such as Roma are still more likely to experience poverty and face significant challenges to receiving social assistance and entering the labor force. To continue working towards economic growth and poverty reduction in Serbia, it must focus on uplifting these groups.

Economic Growth

In its attempts to expand the job market and fight unemployment, Serbia grew its economy 3.9% in 2024, bolstering its construction industry and services sector as the country takes on foreign projects, according to World Bank statistics. Growth is projected to continue throughout 2025, with expansion in the energy sector projected as well.

Thanks to this, the incidence of poverty fell to 7.7%, however, that number largely includes women and other vulnerable groups, and does not take into account the borderline at-risk-of-poverty rate, which was 19.7% for 2024, according to Serbia’s own survey statistics. These numbers highlight the need for more targeted social assistance to continue making economic gains and raising people out of poverty.

About the Gender Wage Gap in Serbia

In 2023, the employment disparity between men and women in Serbia was 13.3%, with even larger disparities for the Roma people as a whole, but especially Roma women, whose education and employment numbers lag far behind other demographics. These numbers represent untapped potential that could benefit industry enhancement, growth and poverty reduction in Serbia.

These groups are facing cultural barriers more than economic ones. Long-standing prejudices and traditionalist value systems are holding them back from accessing the Serbian labor market. When polled directly, 40% of women, both Roma and non-Roma, articulated their willingness to join the workforce and participate in training initiatives to improve their skills and gain experience.

Social Protection

For its impoverished population, Serbia’s social protection systems include social insurance, social assistance and social services. These cover entitlements like pension and disability insurance, health insurance and low-income household assistance. Of these systems, only two programs are specifically targeted towards its impoverished populations: A financial social assistance program and a child allowance program.

These programs do not adequately support the most at-risk and marginalized groups, however. Limited budgets and a lack of policy focus mean these entitlements do little in the way of poverty reduction in Serbia. A single mother with two children receives about 18,000 dinars (€153) a month, three times less than the cost of basic monthly necessities.

As of 2022, Serbia spends 19.5% of its GDP on social protection programs. While this is a relatively high number in line with the spending of new EU member nations, 71% of social protection spending is absorbed by social insurance (pensions, disability, healthcare), leaving little left over for targeted social assistance. In reality, Serbia spends only 5% of social protection expenditures on poverty-targeted programs, significantly less than EU countries.

Solutions

Recognizing the necessity for uplifting marginalized groups in the fight for poverty reduction in Serbia, the World Bank, in conjunction with the Serbian Institute of Ethnography and the Entrepreneurship Training Institute, launched a series of personal initiative training programs specifically aimed at supporting Roma women. These programs, begun in 2024, focus on resume/CV-writing, job interview roleplays and starting a business, with the overall aim of creating a more socially and economically equal society.

The programs are already yielding results. To date, nine participants in the PI trainings have become certified trainers themselves, mentoring more than 100 women in their local communities. Others have come through the program and used their knowledge to start their own businesses, like one woman who was able to open her own hair salon in Novi Sad.

The resultant economic independence these programs are facilitating will assist in overcoming the cultural biases that keep an untapped reserve of the population from contributing to the betterment of the country. The success of the PI trainings provides a roadmap to poverty reduction in Serbia targeting its most vulnerable and marginalized groups, and with that a more inclusive labor market and continued economic growth.

– Nikola Stojkovic

Nikola is based in Villa Park, IL, USA and focuses on Global Health for The Borgen Project.

Photo: Flickr

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Tackling the Gender Wage Gap in San Marino

Gender Wage Gap in San MarinoThe fifth-smallest nation in the world San Marino has made commendable progress on narrowing the gender wage gap in recent years. In 2025, the United Nations (UN) praised the nation’s initiatives to balance the labor force and tighten the gender wage gap across the region.

The gender wage gap in San Marino forms part of a larger trend of gender discrimination in the country. In the past, these issues have arisen from violence towards women and an educational curriculum that did not place enough emphasis on gender equality and human rights. Furthermore, men make up 73% of management positions in San Marino. This statistic reinforces how the female workforce is underrepresented in positions of authority – a narrative the country is striving to change.

Engulfed by the Italian mainland, the tightly knit community of San Marino have experienced a wave of changes in relation to gender legislation. Policies which range from education to a revised government office have positively impacted the lives of female citizens working in their country of origin. Here are three ways in which the contributions of both government and international organizations have helped to reduce the gender wage gap in San Marino.

Bolstering and Empowering the Female Workforce

In order to balance the female labor force, the government of San Marino has actively provided incentives to employers with regards to their hiring policy. The government significantly reduced taxation costs on female workers to increase the number of women in full time employment. 

Employers also made provisions to accommodate female needs in the workplace. These hinge around the conditions surrounding maternity leave. If a female worker had given birth to a child, she now has the option to accept a part time contract in order to balance family responsibilities. This choice has provided female employees with a degree of economic stability.

Furthermore, there are developed plans for a new Office of the Ombudsman to be implemented in 2026. This office provides an outlet where workers can raise issues which have arisen at the workplace including ‘combatting discrimination.’ This political initiative grants women an opportunity to question matters regarding their wage and all aspects of their working environment.

Long-Term Financial Transparency and Security

With data scarcely published on the gender wage gap in San Marino, recent developments to showcase financial transparency statistics ensure that international organizations can monitor the progress being made. In 2002, the Organization for Economic Co-operation and Development (OECD) placed San Marino on the ‘grey list’ for not publicly sharing data collated on tax information. Fast forward to 2025, San Marino is successfully complying with the demands that the OECD expects and is no longer on the list. These measures ensure that San Marino regularly and publicly shares its financial information, which changes its previous connotations with an unwillingness to cooperate.

Denouncing Gender Based Discrimination

The wider narrative of government gender based policy importantly highlights a shift towards improving the working environment for women in San Marino. The government is currently processing a bill which provides women under the age of 35 with the guidance to start their own e-business. These legislative measures aim to provide women with the appropriate support previously received by their male counterparts.

On an institutional level, educational reforms have also contributed to a broader notion of gender equality in San Marino. An open exhibition, which featured the works of primary and secondary school children, was made accessible to the general public on the ‘fight against violence against women’ in 2025. In addition to this showcase, the University of San Marino has introduced higher educational modules addressing gender based issues and patterns of discrimination. These public initiatives highlight a government priority placed on promoting gender equality.

Looking Ahead

Despite the nation attracting little attention from global media outlets, it is important to recognize the measures that are occurring to improve the gender wage gap in San Marino. Regular discussions with international organizations have ensured that women working in San Marino have received financial support in relation to maternity. Widespread reforms in both the educational and employment sectors highlight the nation’s efforts to combat unequal pay and wider discriminatory practices. San Marino’s recent commitments to gender based policy reinforces how tackling the gender pay gap is a global issue no matter the size of a country’s population.

– Ash Fowkes-Gajan

Ash is based in London, UK and focuses on Good News and Politics for The Borgen Project.

Photo: Unsplash