1. May 13, 2011 The gender pay gap in the European union: Quantitative and qualitative indicators DULBEA Department of Applied Economics of the Université Libre de Bruxelles Natalie SIMEU SGgGender pay gap Conference- Tallinn »Gender pay gap Conference- Tallinn

2. I. General gender pay gap indicators  Indicator 1: Ratio for all employees  Indicator 2: Ratio for the total sum of wages II. Inequality factors  Indicator 3: Ratio for part-time work  Indicator 4: Ratio by age and education level  Indicator 5: Segregation in the labour market  Indicator 6: Ratio according to personal characteristics III. Relative weight of these factors  Indicator 7: Decomposition of the hourly pay gap between women and men using the Oaxaca technique 2 May 13, 2011 Quantitative indicators Gender pay gap Conference- Tallinn

3. Qualitative indicators: Policies combating the pay gap  Indicator 8: Measures to promote equal pay and combat the gender pay gap  Indicator 9: Influence of collective bargaining on the promotion of equal pay and the elimination of the pay gap between women and men  Indicator 10: Effects of flexible forms of employment on the gender pay gap 3 May 13, 2011 Gender pay gap Conference- Tallinn

4. 4 Indicator 1: Ratio for all employees The pay gap ranges from 4 % in Italy to 27 % in Estonia, and the European average is 20 % May 13, 2011 Part I : Quantitative indicators Figure 1: Average gross hourly pay gaps for women and men working full time and part time (in euro), countries arranged in increasing order of the pay gap (2006) Soue: Structure of Earnings Survey Source: ESES and LFS Gender pay gap Conference- Tallinn

5. 5 Indicator 1: Difference between average gross wages Correlation between the employment rate and the GPG Figure 2 : GPG and female employment rate (2006) Source: ESES and LFS May 13, 2011 Gender pay gap Conference- Tallinn

6. 6 Indicator 2: Ratio for the total sum of wages Women's share ranges from 29,34 % in Luxembourg to 49,81 % in Latvia. In three countries (United Kingdom, Lithuania and Cyprus) the proportion of female and male employees is almost equal, with the difference being less than one percentage point. May 13, 2011 Gender pay gap Conference- Tallinn

7. 7 Indicator 3: Ratio for part-time work Part-time work is generally performed to a greater extent by women and associated with a wage penalty: it is important to bear this in mind when analysing pay gaps Figure 4: Part-time employment rates of women and men (2006) May 13, 2011 EUROSTAT, Labour Force Survey Source: EUROSTAT, Labour Force Survey Gender pay gap Conference- Tallinn

8. Indicator 4: Ratio by age and education level This indicator helps analyse pay gaps whilst bearing in mind the different life and career paths of women and men Figure 5: Differences between the average gross hourly earnings of women and men by age (in euro) (2006) 8 May 13, 2011 Source: Structure of Earnings Survey Gender pay gap Conference- Tallinn

9. 9 Indicator 4: Ratio by age and education level May 13, 2011 Figure 6: Average gross hourly earnings of women and men by education level (in euro) (2006) Source: Structure of Earnings Survey Gender pay gap Conference- Tallinn

10. Indicator 5: Segregation in the labour market 10 May 13, 2011 Figure 7: Average gross hourly earnings of women and men according to the five large sectors (in euro) (2006) Source: Structure of Earnings Survey Gender pay gap Conference- Tallinn

11. Indicator 5: Segregation in the labour market 11 May 13, 2011 Figure 8: Average gross hourly earnings of women and men according to the five main occupations (in euro) (2006) Source: Structure of Earnings Survey Gender pay gap Conference- Tallinn

12. 12 Indicator 6: Ratio according to personal characteristics Family composition and marital status have a major influence on women's and men's pay The country of birth often has a negative impact on pay. Moreover, this impact seems to be greater for women than for men. May 13, 2011 Gender pay gap Conference- Tallinn

13. 13 Indicator 7: Decomposition of the GPG Decomposition of the GPG using the basic Oaxaca-Blinder methodology (16 countries) Figure 9: The explained component and the unexplained component of the gap in gross hourly earnings (in percentage points); countries arranged by increasing order of the pay gap (2006) Source : ESES May 13, 2011 Gender pay gap Conference- Tallinn

14. Qualitative indicators For each indicator (except the last one), the respondents had to present the measures taken and the means by which the objectives pursued were evaluated. The analysis was based not only on the replies to the questionnaires (together with the evaluation of those replies, where applicable), but also on the existing literature, and in particular the publications of the European Commission and the Network of Legal Experts in Gender Equality 14 May 13, 2011 Gender pay gap Conference- Tallinn

15. Indicator on existing measures to promote equal pay and combat the gender pay gap While the law is essential, it is not sufficient to narrow the gender pay gap, so the Member States are called to combine legislative and non- legislative measures This indicator incorporates the following: the parties involved in the issue of the gender pay gap and their role, the measures taken by the public authorities to eliminate the gender pay gap, the best practices for eliminating the gender pay gap 15 May 13, 2011 Gender pay gap Conference- Tallinn

16. Indicator on the influence of collective bargaining on the promotion of equal pay and the elimination of the pay gap between women and men This indicator is based on the measures, their evaluation and the good practices concerning the gender pay gap implemented under collective bargaining This indicator, although fundamental, is not the simplest to deal with as the systems differ greatly between the States, making comparisons difficult 16 May 13, 2011 Gender pay gap Conference- Tallinn

17. Indicator capturing the effects of flexible forms of employment on the gender pay gap This indicator concerns evaluations of, or research into, the effects (short and long term) of flexible forms of employment on the gender pay gap. These questions include, in particular, part ‑ time work, career breaks, time credit and parental leave. A specific question relates to information provided by the public authorities to raise awareness of the effects of flexible forms of employment on the gender pay gap 17 May 13, 2011 Gender pay gap Conference- Tallinn