Archive for category: Gender Wage Inequality

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The Gender Wage Gap in Andorra

Gender Wage Gap in AndorraThe small, independent country of Andorra is situated between France and Spain in the Pyrenees mountains. Due to its small size and minimal engagement in world politics, the news does not often discuss Andorra. However, the gender wage gap in Andorra remains a persistent issue. With tourism being a main source of income for the principality, its society is mainly urban. In January, the 2025 conclusions of the European Social Treaty were released and they found that Andorra was in non-conformity for several of the articles.

History of Workforce and Gendered Pay

The 2021 Chamber of Commerce Economic Report revealed that the average wage increased 1.8%, and for the sixth year in a row, Andorra raised the minimum wage by 3.5%. The report shows that the average wage for women was lower than that for men. It notes that the gender wage gap in Andorra actually widened in 2021 to 28.5% despite the commitment to the recommendations of the European Committee of Social Rights in 2020. Specifically in the financial sector of jobs, men’s wages were 80% higher than women’s. The report suggests that the reasoning for the gender wage gap is that there are more women working part-time jobs in lower paying sectors than men. Therefore, women are at more of a disadvantage for poverty rates due to lower income and limited childcare options.

In the executive summary of the Andorra 2022 Human Rights Report, it states that on March 31 of 2022, “parliament approved the country’s first gender equality law.” In 2022, women made up 48.6% of the workforce and the law prohibits unequal pay for equal work. There were no cases filed in 2022 of gender discrimination in terms of pay but the ADA did report cases of gender discrimination in regards to unequal salaries. Women did not file complaints or official cases for fear of repercussions from their employers. “The new gender equality law approved in March requests companies with more than 50 workers to implement gender equality plans.”

European Committee of Social Rights

The European Committee of Social Rights is the governing body of the European Social Charter which identifies European countries’ conformity to seven situations relating to social and economic justice. The 2025 report that came out in January 2026 found that Andorra was in nonconformity with six of the seven situations. The categories in which Andorra did not conform were:

  1. Article 2.1 – Measures to ensure reasonable working hours.
  2. Article 3.1 – No policies on new and emerging risks in the gig or platform economy and telework in regards to the right to safe and healthy working conditions.
  3. Article 3.2 – Self-employed and telework workers do not receive protection by occupational health and safety regulations in regards to the right to safe and healthy working conditions.
  4. Article 3.3 – Self-employed and domestic workers do not have a guarantee of the implementation of health and safety regulations in regards to the right to safe and healthy working conditions.
  5. Article 4.3 – There has been no measurable progress in reducing the gender wage gap in regards to the right to a fair remuneration.
  6. Article 5 – There has been no encouragement or efforts to strengthen the right to unionize among workers.

Article 4.3 is the crucial one regarding the gender wage gap in Andorra. With the law that companies with 50 or more workers must keep documentation of the gender pay gap in the workplace, reports have indicated that women earn 26% less than men. Considering the gender wage gap was 22.17% in 2018, Andorra has made no measurable progress to reduce the gender wage gap and is therefore in nonconformity with article 4.3 of the European Social Charter.

Current Efforts To Close the Wage Gap

Andorra’s compliance with Article 20 of the European Social Charter is in part because there has been measurable progress in promoting the participation of women in the labor market. Employers are offering equal opportunity for workplace advancement and the number of women in decision-making positions at companies is increasing. These three factors cause Andorra to be in conformity with article 20 because of the measurable progress it is making to close gender inequality in the workplace.

This translates over to the gender pay gap with the gender equality law that has now been enforced to better analyze the transparency of the gender wage gap in Andorra. In response to the backlash the Andorran government is receiving, it responded to say that it is taking the recommendations “as a constructive roadmap to continue advancing in the deployment of labor rights.” The gender equality law has been strengthened in the last year with regards to the registration of equality plans among individual companies. The 2025 European Social Charter report is a reminder that work to close the gender wage gap in Andorra cannot be stagnant. The government is taking this seriously and is already enacting new enforcers in parliament.

Looking Ahead

With the release of the 2025 European Social Treaty conclusions, Andorra must now address the stagnant issue of the gender wage gap. Its commitment to the European Social Committee in 2020 requires it to be accountable of actively solving problems of inequality. While it has made progress in the areas of women becoming more prominent in positions of power, the gender wage gap in Andorra still presents critical setbacks to women experiencing poverty. Without an equal playing field and equal pay, women are more put at higher risk for poverty than men. It is time to close the gender wage gap and help women rise up in success.

– Kaitlyn Crane

Kaitlyn is based in Rohnert Park, CA, USA and focuses on Politics for The Borgen Project.

Photo: Flickr

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Everything To Know About the Gender Wage Gap in Kyrgyzstan

Gender Wage Gap in KyrgyzstanKyrgyzstan is a small country located on the east side of Central Asia, bordered by China and Uzbekistan. After several years of fighting for their independence from the USSR, Kyrgyzstan soon became its very own developing country with a population of approximately 7.4 million. However, having since gained their independence, Kyrgyzstan continues to struggle economically due to the wide variety of factors, albeit one of the most widely criticized aspects of Kyrgyzstan’s development would have to be its disparaging wage gap between genders. Here is information about the gender wage gap in Kyrgyzstan.

The Gender Wage Gap in Kyrgyzstan

Achieving true gender equality within Kyrgyzstan is challenging due to Kyrgyzstan’s notable imbalance in payment regarding working hours for both men and women. Women appear to earn only around 75% of the profits that men do, despite sharing similar levels of education and work experience. While many female workers primarily take jobs in sectors with lower pay, such as education, health care or social work, females must also participate in more domestic work, such as feeding and raising children, which is unpaid and limits opportunities for outside work, thereby expanding the gender wage gap in Kyrgyzstan.

According to Kyrgyzstan’s Country Gender Equality Profile (CGEP), over the past 15 years, its women’s employment rate has declined from 49.3% to 43.8%, likely due to the country’s traditional gender norms and expectations, which make it more challenging for women to find well paying work. Of the women who have employment, more than 75% of them are in low paying social jobs, causing them to receive a low income on average which contributes to the 25% gender wage gap in Kyrgyzstan. Women also spend 4.5 times as many minutes per day on household labor, which goes unpaid and thus their efforts unrewarded.

Causes for Inequality in Kyrgyzstan

While there isn’t a definitive reason as to why women receive less pay than men on average, a potentially eye opening reason could be Kyrgyzstan’s rising domestic abuse rates. As of July 2025, authorities received more than 10,000 reports of domestic violence with Kyrgyzstan, a 35% increase from the same period in 2024. Most of the abuse is against women and young girls, especially those with disabilities which place them in situations where they are unable to find work or fight back against their oppressors. Reporting domestic abuse to the police is a very challenging situation as tormenters often coerce victims into remaining silent about their misfortune which makes them afraid to speak up and more difficult to protect them from harm. Due to these patterns, the number of unreported physical or sexual assault cases that occur will likely stem way higher than what is actually being projected.

Poverty in Kyrgyzstan

Kyrgyzstan currently lives in extreme poverty, with more than 30% of its residents living below the standard rate of living. Their limited access to healthcare and education make it challenging to find work and obtain a salary used to keep themselves afloat. Many young children in Kyrgyzstan have to drop out before graduation in order to perform work with little to no pay for their efforts. Even with the resources allotted, they are most often unfairly distributed amongst the genders, which further adds onto the difficulty of women in Kyrgyzstan being able to find work.

Solutions

Thankfully, there are efforts underway to assist struggling women employees as well as to combat the gender wage gap in Kyrgyzstan that still exists. On February 10th 2025, several delegates met up in Kyrgyzstan’s capital Bishkek to discuss potential solutions. They proposed several ideas including the Kyrgyzstan Gender Equality Strategy 2030, a regulation intended to provide extra economic opportunities for women, developing women’s entrepreneurship programs and strengthening protection from gender discrimination in Kyrgyzstan.

Another important solution proposed at the meeting included the previously formed Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). First formed in 1979, this convention aims to oversee workplace discrimination against women alongside other guaranteed rights such equality and the right to vote in elections. While signs of major improvement in Kyrgyzstan have yet to be shown, providing for more reinforcement as well as supporting these programs can provide a safe and effective package toward protecting these guaranteed freedoms.

Looking Ahead

Overall, the gender wage gap in Kyrgyzstan provides little room for female workers to climb up the ranks and obtain fair payment. Receiving a typically low income alongside domestic cases rising throughout the recent years make finding and keeping employment challenging. However, that’s not to say that efforts haven’t occurred to combat workplace discrimination. Solutions, such as the Kyrgyzstan Gender Equality Strategy 2030 and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), have occurred to reduce inequality in the workforce. The gender wage gap in Kyrgyzstan is more than just a personal issue, but rather a systematic one that requires cooperation from both governmental forces and the general public in order to reach an effective solution that positively affects everybody.

– Will Mancuso

Will is based in Lake Mary, FL, USA and focuses on Good News and Technology and Solutions for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Slovakia

Gender Wage Gap in SlovakiaSlovakia’s modern era of government is relatively new. Slovakia was formerly part of Czechoslovakia and under Soviet control until the “velvet divorce” in 1993. Since then, Slovakia has become a parliamentary democracy and joined NATO and the European Union in 2004. Despite its prosperity, Slovakia is not exempt from common issues that countries face today, such as the gender wage gap. The European Union has voted for the EU Pay Transparency Directive, which means member states, including Slovakia, have until June 2026 to transpose the requirements into their legislation. Here is information about the gender wage gap in Slovakia.

The EU Pay Transparency Directive

The purpose of the directive is to close the 12.7% gender wage gap across the EU. According to the European Council, “The EU wants to strengthen the principle of equal pay for equal work between men and women.” The directive will ensure pay transparency by requiring EU businesses to report salaries and take action if the gender wage gap is higher than 5%. The European Commission monitors and enforces the implementation of the directive in member states. Additional requirements include wage transparency before employment, allowing employees the right to information on average pay levels and increasing the representation of women on supervisory boards. Further details of the EU Pay Transparency Directive are available on the “EU Action for Equal Pay” page of the European Commission’s website.

Research on the Gender Wage Gap

A 2025 research-based article by Paula Gašpercová determined the gender wage gap in Slovakia between men and women as 16.8%. In comparison, the wage gap in Slovakia between mothers and childless women is 9.9%. One reason for this difference is that women often work in parts of the economic sector with lower compensation. Despite women often being more educated than men, their preference for the humanities leads to lower-paid jobs, while, in contrast, men are more likely to work in technical and scientific fields.

Further research shows women fall behind in their careers after becoming mothers. Additionally, mothers seek jobs based on security and flexibility rather than financial benefits. When complemented by the domestic responsibilities that women disproportionately carry out, this results in fewer opportunities for career advancement.

The unpaid care labor that women often perform is vital to the economy, and if one were to assign it a monetary value, it could exceed 40% GDP, according to UN Women. Care work largely does not receive recognition, even though it directly contributes to capital production. Therefore, women who are balancing the majority of unpaid labor with (often low-paying) jobs are less likely to reach economic independence, gather less savings and have lower retirement pensions, which collectively leaves them at risk of poverty. 

Gašpercová refers to Slovakia as a traditional country in which women are more likely to bear familial responsibilities. For example, while parental leave is available to both men and women, women use it more often. Furthermore, women are hindered from returning to work by limited access to child caregiving services. Beyond the current research, there are still unknown factors affecting the gender wage gap that suggest discrimination and other unquantified components.

Slovakia’s New Pay Transparency Laws

Slovakia’s Ministry of Labour, Social Affairs and Family introduced new legislation in September 2025 that fully transposes the EU Pay Transparency Directive to close the gender wage gap in Slovakia. As Trusaic outlined, changes brought on by the new legislation include requiring private employers to report any gender wage gap. Gender wage gap reports must be published and disclosed to internal employees. While Slovakia’s current law prohibits discrimination based on gender and encourages equal pay for equal work, the EU Pay Transparency Directive creates enforceable standards and increases employer scrutiny. Slovakia is expected to enact the new EU Pay Transparency Directive legislation by June 7th, 2026.

Gini Index

The Gini index measures income inequality by calculating how wealth is distributed among members of a household, with the ideal number being 0, as it signifies total equality. In 2023, Slovakia’s Gini index was 23.80. The World Bank gathers information on the Gini index when comparing global economies since data demonstrates a direct correlation between lower poverty rates and a lower Gini index.

The Slovak government is preparing to take appropriate action, informed by the EU Pay Transparency Directive, to close the gender wage gap. Encouraging businesses to provide equal pay for equal work is one step in the process of providing women with the opportunities to overcome systemic barriers. The introduction of pay transparency legislation will contribute to lower rates of income inequality, less poverty and will subsequently lead to further economic growth for Slovakia.

– Thirza List

Thirza is based in the United States and focuses on Politics for The Borgen Project.

Photo: Unsplash

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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