Archive for category: Gender Wage Inequality

, ,

5 Things to Know About the Gender Wage Gap in Suriname

Gender Wage Gap in SurinameSuriname is a small, vibrant country in northern South America, bordered by Brazil to the south, Guyana to the west, French-Guiana to the east and the Atlantic Ocean to the north. Suriname is known for its lush tropical rainforests and diverse cultural heritage. However, the gender wage gap in Suriname remains a key issue that Surinamese women face. Here are five things to know about the gender wage gap in Suriname.

5 Facts About Gender Wage Gap in Suriname

  1. UN Women highlights difficulties in assessing the Sustainable Development Goals (SDGs) regarding gender equality in Suriname. There are significant gaps in the data needed to holistically assess the gender wage gap in Suriname. Specifically, data pertaining to gender disparities in unpaid care, poverty rates, domestic work, wage gaps and technological skills is often methodologically inaccurate, sparse or even nonexistent. This lack of research into economic gender disparities hinders the pursuit of full economic equality. Thus, more research on the gender wage gap in Suriname must be conducted before it will be possible to enact policies and practices which will adequately address the issue of economic gender disparities.
  2. Organizations such as the World Bank have recorded enough data to make preliminary assessments of economic gender disparities in Suriname. The World Bank indicates that the legal framework score of Suriname is 71.2%. This legal framework score measures to what extent currently instituted laws support women’s entrepreneurship and professional development opportunities. This figure surpasses the global average of 66.97%, indicating that Surinamese law is progressing toward equality between the genders. For example, recent amendments to Suriname’s Trade Register Act heighten women’s economic opportunities by allowing women to register their businesses without prior spousal consent.
  3. Though the current legal frameworks surpass global averages, supportive frameworks promoting the practical implementation of women’s economic rights score only 25.83% in Suriname, falling behind both regional and global averages. Further, Suriname’s enforcement perception score, which quantifies the extent to which women’s economic rights are enforced, comes out to about 45.77%. This is lower than regional and international averages as well. Thus, though the current laws instated in Suriname largely support women’s economic equality, vast disparities persist between such legal frameworks pertaining to gender equality and their enforcement in practice.
  4. Women in Suriname currently spend much more time on household labor and childcare than men, which exacerbates gender-based professional and economic disparities. Child marriage and youth motherhood hinder the pursuit of women’s economic equality. According to the UNFPA, adolescent mothers in Suriname are 28% more likely to withdraw from the labor market than women who begin having children in adulthood. Child marriage hinders women’s ability to attain education and maintain a career. The IMF estimates that eliminating child marriage in Suriname would help to close the gender wage gap and “could potentially increase per capita growth by 1.44 percentage points.” Although the rate of adolescent fertility in Suriname is slowly declining, it is still currently almost twice the average for countries in similar economic conditions. Enacting policies to combat childhood marriage and maternity, expanding access to high-quality, affordable childcare and improving paternal leave policies so that women don’t have to singlehandedly care for children can alleviate these disparities.
  5. One and a half times more young women than young men are currently unemployed, not receiving an education or not in professional training. Surinamese women are more likely than their male counterparts to have vulnerable jobs, which often pay low wages, provide minimal benefits and lack decent working conditions and protections. Though women are more likely to work in less profitable, vulnerable sectors, the World Bank suggests ways to alleviate this disparity. Specifically, enacting policies which provide certifications in non-traditional, women dominated sectors, guaranteeing equal pay and parental leave for men and women and encouraging workplaces to recruit women through quotas or gender-inclusive job postings would help women access stable jobs. Moreover, increasing women’s access to business training and grants will increase women’s ability to engage in entrepreneurship. Though it is systematically less common for women to own and control productive assets, enacting policies which promote joint titling and enable women to register for property rights can combat this issue.

Solutions

Despite these challenges, Suriname joined the World Bank Group’s International Development Association in late 2024 to achieve long-term social and economic goals and build “a more sustainable and prosperous future for all Surinamese.” Further, Suriname’s Ministry of Economic Affairs, Entrepreneurship and Innovation and several NGOs work to promote full economic equality between men and women in Suriname.

In early 2026, Suriname’s Director of Entrepreneurship, Ms. K. Mathoera, met with WINI UMU ABW movement leaders to discuss ways to promote their shared goals of supporting and expanding women’s entrepreneurship in the country. WINI UMA ABW focuses on promoting women’s economic empowerment through training, networking and strategic mentorships.

Further, the Nationale Vrouwen Beweging (NVB) is an active NGO that promotes women’s entrepreneurship and socio-economic equality in Suriname. The NVB successfully established Ilse Henar Hewitt Juridische Bijstand voor Vrouwen, a foundation which protects women’s rights, provides legal aid to Surinamese women who are victims of discrimination or violence and advocates in favor of non-discrimination policies. The NVB and the Ilse Henar Foundation have successfully advocated in favor or legislation to protect women from sexual harassment and intimidation in the workplace, thus lessening one factor inhibiting women’s participation in the workforce. The organization also works with the EU and the UNDP to support women farmers to develop innovative new ways to cultivate the land and raise livestock in the face of changing weather patterns. 

Looking Ahead

As more women receive access to education, legal assistance and other aid from NGOs and governmental organizations promoting gender equality, Suriname is making promising progress toward political, social and economic equality for women.

– Melody Hubbard

Melody is based in Knoxville, TN, USA and focuses on Global Health and Politics for The Borgen Project.

Photo: Unsplash

, ,

Gender Wage Gap in Tanzania: Beyond the Hourly Rate

Gender Wage Gap in TanzaniaTanzania has made some notable progress toward gender equality, including the inauguration of its first female president in 2021 and women holding 37.4% of parliamentary seats. Yet the gender wage gap in Tanzania tells a more complicated story when researchers examine labor market data from a recent Integrated Labour Force Survey.

Small Pay Gap, Large Employment Gap

At first glance, Tanzania appears close to achieving pay equality. The unadjusted gender wage gap stands at just 2.9% at the hourly level, which economists consider too small to hold meaningful economic significance. On a monthly basis, women actually earn 4% less than men. However, these figures hide major differences in employment patterns between men and women.

Across every age group, women work fewer paid hours than men. Among employed workers, 33.4% of women work part-time compared to 17.3% of men. In other words, while women who secure paid employment tend to earn roughly the same hourly wages as men, they are less likely to work the same number of hours.

The broader employment picture shows an even more significant gap. Women’s employment rate is 75.5%, compared to 84.6% for men. Meanwhile, unemployment among women reaches 12.7% under Tanzania’s national definition; more than double the 5.8% rate for men.

Unpaid Care Work and Poverty

One of the biggest barriers affecting the gender wage gap in Tanzania is unpaid domestic and care work. Women spend an average of 4.6 hours each day on unpaid care and household responsibilities, compared to men who spend only 1.2 hours. This means women shoulder nearly four times the unpaid care burden.

That imbalance has direct economic consequences, contributing to the higher poverty rates among women. In urban Tanzania, female-headed households face a 20% poverty rate compared to 14% for male-headed households. Women who cannot commit to full-time paid work often move in and out of informal employment as well, where workers typically lack social protection, paid leave and job security. In non-agricultural sectors, 93.8% of employed women work informally, compared to 86.6% of men.

Occupational Segregation and Informality

Women and men also remain concentrated in different sectors of the economy. The Duncan Segregation Index estimates that roughly 30% of workers would need to change sectors to create equal employment distribution between men and women.

Women are more likely to work in care-related fields such as education, health and household services, while men dominate sectors including manufacturing, construction and transport. Women also face barriers to advancement within these occupations, as they hold only 27.9% of senior and middle management positions. Another area of vulnerability is contributing to family work. Nearly 40% of employed women work as contributing family members—unpaid workers assisting on family farms or businesses—compared to 18% of men. In rural areas, the figure rises to nearly 51% of employed women.

Progress and Solutions Underway

When researchers consider factors such as age, marital status, education, occupation and sector, the adjusted gender pay gap becomes statistically insignificant. This suggests that differences in working hours and occupational segregation, rather than direct wage discrimination, account for most of the observed gap. These are areas where policy interventions can make a measurable difference in reducing the gender wage gap in Tanzania.

Tanzania has already introduced laws addressing sexual harassment and gender discrimination, while also providing maternity and paternity benefits. The country has also ratified the ILO Equal Remuneration Convention, which mandates equal pay for men and women for work of equal value. Together, these legal protections create a framework for equal treatment in the workplace. Financial inclusion remains another key area of focus. Expanding women’s access to banking and financial tools will help more women start businesses, manage financial risks and build long-term economic independence.

In December 2024, the World Bank signed a $104 million agreement supporting the Pamoja Project. This is an initiative that aims to directly benefit nearly 320,000 women by expanding economic opportunities and strengthening services that prevent and respond to gender-based violence.

The World Bank also continues to work with Tanzania on implementation frameworks designed to turn legal protections into measurable outcomes. As the UN Women brief notes, collecting better data at more frequent intervals would improve understanding of the gender wage gap and would help policymakers shape more effective policies.

Looking Ahead

Reducing the unpaid care burden, expanding women’s access to formal employment and enforcing equal pay protections remain key to closing the gender wage gap in Tanzania. With recent legal reforms, financial inclusion initiatives and targeted projects like the Pamoja Project, these goals are becoming more realistic with each passing year.

– Camila Correch

Camila is based in Orangeville, Ontario, Canada and focuses on Good News and Politics for The Borgen Project.

Photo: Flickr

,

Gender Wage Gap in Kyrgyzstan

Gender Wage Gap in KyrgyzstanLocated in the east of Central Asia, Kyrgyzstan is a small country with a notable governance history. After several years of rule under the Union of Soviet Socialist Republics (USSR), Kyrgyzstan regained its independence and began governing as its own nation. However, conflicts remain. The country faces various instances of corruption, political instability and high poverty rates. Alongside these systemic issues lies a more personal struggle: the gender wage gap.

Statistics

According to the United Nations (U.N.) Women, the average female employee’s salary equates to roughly 75% of the average male worker’s earnings. Even when working similar jobs, men tend to receive higher pay. Some reasons for this gap include the fact that women often occupy lower-paying sectors such as education and health care. On top of working paid jobs, women on average take on approximately 4.5 times more domestic tasks than men, including household chores, food preparation and child care. These tasks go unpaid and limit career opportunities. Traditional gender norms in Kyrgyzstan have also caused the women’s employment rate to drop from 49.3% to 43.8% over the past 15 years.

Community Impact

The gender wage gap has caused hardship within communities. Some argue that the gap is deliberately unfair and discriminatory toward female employees, limiting their opportunities for career growth. In some cases, it has caused households to go without food. The Borgen Project recently spoke to a resident who has lived in Kyrgyzstan his entire life and agreed to share his story. The interviewee requested to remain anonymous and will be referred to as T.

T was born and raised in a close-knit community and grew up with a mother and a sister. Household finances were limited, which motivated his mother to work as a barista for several years to keep the family income afloat. T recalled that the family was sometimes unable to afford basic necessities, meaning he and his sister would spend some nights going hungry and having to fend for themselves when their mother was not home.

Discrimination against women in the workplace is not a series of isolated incidents. It can affect entire communities at once. T said the divide in pay between male and female workers was significant enough that local families relied on the generosity of others to make ends meet. He described communities of hard-working families in similar situations, where trust and mutual support became essential for survival. Despite his mother’s extra work hours, the family barely cleared the threshold for many nights.

T said his mother worked long days and nights and received very little in return. He noted that he knew many other hardworking women who faced harassment or mistreatment simply because of their gender.

Outside of traditional gender roles limiting work opportunities, Kyrgyzstan also faces an increased number of domestic violence cases targeting women and girls. According to the Kyrgyz Interior Ministry, police reported 10,164 cases of domestic violence and assault in early to mid 2025, with numbers continuing to rise. Many instances go unreported due to coercion, isolation or financial reliance on the perpetrator.

Solutions

Several solutions are being implemented to address the gender wage gap in Kyrgyzstan. These include the Kyrgyzstan Gender Equality Strategy of 2030, which aims to strengthen protections for women, and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), which oversees and monitors workplace harassment and discrimination. The National Federation of Female Communities of Kyrgyzstan (NFFCK) is a nongovernmental organization working to eliminate harmful practices such as domestic abuse and bride kidnapping. Activist Urkuya Salieva, who fought for social justice and women’s rights, continues to serve as a symbol of advocacy in Kyrgyzstan.

Looking Ahead

Traditional gender norms in Kyrgyzstan have contributed to the gender wage gap, causing a loss of jobs and career opportunities for women and making it more difficult for them to provide for themselves and their families. As shown by T’s account and the rising number of domestic violence cases, the gender wage gap has had direct effects on local communities and households. These incidents are not isolated but are systematically affecting many residents of Kyrgyzstan, meaning cooperation between government, civil society and international organizations remains essential to closing the gap.

– Will Mancuso

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

Photo: Flickr

, ,

Gender Wage Gap in Panama

Gender Wage Gap in PanamaGender equality remains a vital issue in global development. However, many countries like Panama have made significant progress towards improving opportunities for women. Over the past decades, Panama has implemented various policies and initiatives in order to decrease gender equality in the political, social and economic landscapes. Despite these efforts, wage gaps, unequal political representation and disparities continue to pose problems for women.

Key Aspects of Gender Equality

An important aspect of gender equality is the legal framework that upholds women’s rights. Panama has initiated many laws and regulations surrounding gender equality and protecting women from violence and discrimination. According to a report from the UN Women organization, there are about 88.9% of legal frameworks surrounding gender equality and the protection of women from violence in the country. These frameworks in particular signify the country’s commitment to align with the Sustainable Development Goals (SDGs).

Another critical aspect of gender equality is economic participation. In Panama, there is an increase of women working in labor forces, leadership roles and business and institutions. The World Bank reports that the participation of women in the labor force has steadily increased over the previous years with 54.9% in 2025. In addition, small and medium women owned enterprises significantly contribute to the national economy.

A press release by the Ministry of Labour and Workforce Development of Panama states that as per a UN Women study, the gender wage gap in Panama is about 11.5%.

One of the biggest contributors to poverty is the gender wage gap in Panama. Due to the fact that women earn lower than men, their ability to lift themselves and their loved ones decreases. Higher gender wage gaps usually indicate that women-led households tend to have higher risk of poverty. 

According to the Panama Country Gender Scorecard by the World Bank Group, in 2010, a woman in the 25th percentile would earn 75 cents per every dollar a man earned. In 2019, this gap worsened with 59 cents for every dollar.

The World Economic Forum released a 2025 report on Gender Based Gap in which Panama ranks 107th in the world based on wage equality for similar work. In 2025, the estimated earned income difference between a male and a female was $12.04.

Political Representation and Social Challenges

Although women continue to be more involved in the country’s economy, they continue to remain unrepresented in the government. According to UN Women Data, women held 22.5% of parliamentary seats in Panama. Prioritizing women in politics will ensure that more of the population has representation.

Social expectations of women are often that women are expected to commit to domestic responsibilities more than men. As per UN Women Data, women spend almost 18% of their time on household chores and unpaid care whereas men only spend 7.6% of their time. The imbalance prevents women from being encouraged and pursuing education and employment.

Solutions Over the Years

In order to resolve these disparities. Panama has developed connections with international initiatives that work on reducing gender equality. For example, the Equal Pay International Coalition (EPIC) is a global partnership designed to close the gender wage gap. Through EPIC, Panama works with other international organizations and governments to advocate and promote economic opportunities and fair wages for women.

Post-Pandemic women had been facing significant disadvantages and lacked economic opportunities. In order to improve the economy, government representatives, specifically from the labor and employer sector created the National Plan for Equal Pay. This originated through collaboration between different government organizations as well as the support of UN Women and the International Labour Organization (ILO).

To address the gender wage gap in Panama, different ministries such as Labour and Workforce Development, Social Development and Foreign Affairs of the Republic contributed to the UNDP Gender Equality Seal for Private Sector which assists companies with addressing gender pay issues, sexual harassment and leadership opportunities for women.

Looking Ahead

Panama’s solutions to its problems regarding gender wage gaps sound promising, particularly when partnering with other reputable and impactful organizations. The country still has a long path ahead of itself to increase fairness amongst its people, but the desire for change is there and that is what is needed. 

– Hasini Muddapu

Hasini is based in Princeton, NJ, USA and focuses on Good News and Politics for The Borgen Project.

Photo: Wikimedia Commons

, ,

The Gender Wage Gap in Paraguay and Efforts To Close It

Gender Pay Gap in ParaguayParaguay’s economy has grown steadily in recent decades, bringing new opportunities and improving living conditions as a result for many people across the country. Yet one challenge continues to affect women in the workforce: the gender wage gap in Paraguay.

Even as more women enter the labor market and pursue careers across a wide range of industries, many still earn less than men performing similar – often the same – work. From offices in Asunción to farms and factories across the countryside, the pattern repeats itself: women contributing equally to Paraguay’s growth whilst taking home less at the end of the month.

Understanding the Gender Wage Gap in Paraguay

Households across Paraguay experience the gender wage gap directly. As the number of women taking on careers once dominated by men grows, the paychecks rarely reflect this. Despite completing the same work as their male colleagues, women receive paychecks that are often 20-30% smaller depending on the sector and region.

Looking closer, the gender wage gap in Paraguay reflects more than just differences in wages. Women also encounter fewer opportunities during their careers, and many cannot move up the career ladder, influence workplace policies, or take on higher-paying roles. In fact, women occupy only around 20 % of managerial positions even though women make up nearly half of Paraguay’s labor force.

The gender wage gap in Paraguay is not only a matter of paychecks – it reveals a workplace environment where women are not equally valued or recognized.

Factors Behind the Wage Gap

Several factors contribute to Paraguay’s persistent gender wage gap. One of the issues is occupational segregation. Women are more likely to be employed in lower-paying sectors such as domestic service, retail or caregiving roles in Paraguay, resulting in a lack of access to roles that come with a higher salary.

Care responsibilities also play a major role, especially in rural Paraguay. As women often carry the majority of childcare and household duties, many are unable to work full time. Furthermore, women in rural areas face fewer work opportunities with limited access to external childcare. As a result, many women are unable to pursue higher-paying positions or grow their careers.

The lack of education and training opportunities available also influences the wage gap. Although Paraguay has made progress in expanding access to education, barriers still prevent many women from entering technical and specialized professions that require advanced training. Many high-paying industries like engineering, technology and construction are still male-dominated and offer women fewer opportunities to access some of the best-paid jobs.

Government and International Efforts

The Paraguayan government has started to address the gender wage gap, along with other inequalities that women face, in the workplace. Equal opportunity and workers’ rights policies are now part of national development strategies. Furthermore, government institutions have strengthened labor regulations, with the aim to improve workplace conditions for women. The Paraguayan Parliament approved Law No. 5777 on Comprehensive Protection for Women Against Violence in 2016 to improve legal protections against gender-based discrimination.

The government also established the IV National Plan for Equality between Women and Men, which spanned from 2018 to 2024. Increasing women’s economic participation, improving access to employment opportunities and promoting women’s leadership were all key aims of this initiative.

Additionally, a number of international bodies have been supporting initiatives aimed at bridging the gender pay gap. One of these bodies is UN Women, which work in conjunction with different bodies in Paraguay aimed at enhancing gender equality in different workplaces. In Paraguay, UN Women has supported programs that promote women’s economic empowerment, entrepreneurship and leadership training. These initiatives include partnerships with government agencies and civil society groups to provide skills training, mentoring and policy support designed to increase women’s participation in employment and decision-making positions.

Global institutions such as the World Bank and the Inter-American Development Bank have helped in the formulation of such programs. The focus of these institutions in Paraguay is to improve access to education, improve the quality of job training and improve women’s participation in the workforce.

Community and NGO Initiatives

In addition to government programs, nonprofit organizations are working to empower women economically. Many of these initiatives focus on entrepreneurship and financial inclusion.

Several organizations actively promote gender equality in Paraguay’s workplaces. Some of these programs offer women business training and mentoring, enabling them to start their own businesses. Other programs focus on enhancing women’s access to financial services, such as micro-loans.

Nonprofit education programs also contribute to the promotion of gender equality. Fundación Paraguaya provides entrepreneurship programs, financial programs and assistance to women across the country who want to start their own businesses. Similarly, Pro Mujer runs programs in Latin American countries, including Paraguay, to offer women access to business programs, mentoring and financial programs to enable them to establish sustainable businesses.

Signs of Progress

Despite ongoing challenges that women in Paraguay are facing, there are signs of improvement. The number of women in Paraguay’s labor force has grown. More women are becoming entrepreneurs and business owners, contributing to economic growth at both local and national levels as a result.

As the public’s awareness of wage inequality grows, efforts to establish fair pay and equal opportunities for women are gaining traction across Paraguay. The gender wage gap shapes more than salaries; it shapes lives.

– Celine Heath

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

Photo: Unsplash

, , ,

5 Key Statistics on the Gender Wage Gap in Mali

Gender Wage Gap in MaliLandlocked in West Africa, Mali has a population of about 25 million people. It is one of the poorest countries in Africa, with 45.5% of the population living below the National poverty line, earning less than $3 a day. Outlined by the United Nations, SDG 8.5.1 measures the average hourly earnings of both men and women, tracking a country’s progress in attaining fair wages and equal pay. Here are five key facts of the gender wage gap in Mali.

The Gap

The gender wage gap in Mali stood at 41.9% in 2023, according to the International Labour Organization. In other words, a woman in Mali earns, on average, 58 cents for every dollar a man earns in the same working context.

In 2025, the World Bank estimated that 52.8% of Mali’s female population over 15 years of age participate in the labour force, compared to 81% of males over fifteen. This percentage dropped significantly from 60.5% of women in 1990, and is expected to keep decreasing.

A 2022 study on unpaid labour by the National Observatory of the Demographic Dividend found that Malian women spend four times as much as men carrying out domestic tasks and unpaid care. This limits the time they could be spending to pursue an education or hold a paid position. The study also estimated that if this unpaid labour was accounted for in 2019, it would have represented 17.6% of Mali’s GDP

Education and Literacy

Roughly one in six girls enroll in secondary school in Mali. Some significant obstacles, apart from gender discrimination, that prevent girls from continuing their education include child marriage, child labour and domestic work.

Adult literacy rates for both women and men in Mali are significantly lower than the average rate of the Sub-Saharan Africa aggregate. The female literacy rate stood at 25.7% in Mali, in contrast to 62.7% in Sub-Sahara Africa, according to the World Bank. In comparison, the male literacy rate stood at 46.2% in Mali and 74.9% in sub-Saharan Africa. There is not only an overall lower literacy rate in Mali, but also a much larger gap between women and men.

Inequality and Social Norms

The United Nations Development Programme (UNDP) measured Mali’s Gender Inequality Index (GII) value at 0.612 in 2023. The world’s average score of the same year stood at 0.455. In this metric scale from 0 to 0.900, the closer the measurement is to 0, the less inequality exists between genders.

Despite numerous initiatives and actions taken by humanitarian aid groups and NGOs, such as U.N. Women and Women for Women International, to raise awareness on the gender wage gap in Mali, as well as overall gender inequalities, deeply rooted patriarchal norms significantly obstruct the path towards progress.

At the end of the day, closing the gender wage gap in Mali could require dismantling social norms that impede women from getting an education and entering the workforce. It could require paying close attention to each statistic outlined above and navigating how to ameliorate them.

Breaking the cycle of girls and women disproportionately handling domestic tasks, for example, could allow them to get an education, enter the work force and occupy positions that will eventually bridge the gender wage gap.

The Future

There are a few organizations working in Mali to break these cycles of inequality. The Forum for African Women Educationalists (FAWE) works in Mali, among many other African countries, to help girls gain access to quality education by eliminating the barriers preventing them from doing so. It offers bursaries, advocate and collaborate with the government, spread community awareness and train educators for their cause.

Journalists for Human Rights (JHR) is another organization operating in Mali to empower women by giving them an outlet to use their voice. They train journalists, mostly women, to report on ethics and women’s rights with a goal to “boost public accountability on human rights issues.”

– Brittany Buscio

Brittany is based in Montreal, Quebec, Canada and focuses on Good News and Global Health for The Borgen Project.

Photo: Flickr

, ,

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

, ,

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

, ,

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

, ,

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