When we talk about the gap in genre In the workplace, the first thing that springs to mind is the pay gap; however, this is just one of the consequences of this socio-occupational barrier, as the gender gap entails inequality in many more areas, which we will discuss in this post.
Not only do women continue to earn less per hour in many companies, but they also do more unpaid work, are more likely to be on part-time contracts and are more likely to be unemployed than men. All of this means that the overall pay gap between men and women stands at more than 28% in the European Union.
What does the gender gap in the workplace involve?
The concept of the gender gap refers to the inequality that still exists in the workplace between men and women simply because of their gender. Whilst Men find it easier to access opportunities in terms of employment, advancing within the company, taking on executive roles or, quite simply, earning more for similar work; women need to constantly prove that they are capable of taking on certain responsibilities in order to be taken seriously. What’s more, women need to give up many other aspects of their lives, such as motherhood or work-life balance, in order to have the same opportunities as their male colleagues, who, of course, also have – or should have – the same responsibilities in their private lives.
In other words, the gender gap is fuelled by very old and deeply ingrained notions of what it means to be a woman, which impose many constraints on her that are incompatible with her professional development.
What is the origin of the gender gap?
The root of the gender gap is entirely cultural. It has always been understood that women’s primary role is to bear children and keep the private sphere of life running smoothly; they are only permitted to work outside the home if this does not interfere with the tasks traditionally associated with their gender. In other words, culturally speaking, a woman’s priority is to run the household, and any form of professional or personal development is secondary.
On the other hand, when women have managed to find the time to try and work outside the home, we come up against the issue of part-time work, where it is clear that women account for more than half of the contracts. Once again, women are forced to reduce their working hours in order to look after the home.
What are the main causes of the gender gap?
However, the causes of the gender gap are not solely cultural, and just because we are in the 21st century does not mean that the reasons behind inequality between men and women in the workplace have changed significantly. Being a woman involves a number of factors which, even today, are still seen as obstacles by many companies, such as motherhood or the glass ceiling, and many others like these:
- Discrimination in the workplace: Women often face discrimination when it comes to access to quality jobs, career progression, pay and working conditions. Persistent gender stereotypes and traditional gender roles influence the allocation of roles and responsibilities in the workplace.
- Wage gap: The pay gap should not be confused with the gender gap, as the difference in pay between men and women is one of the causes of the gender gap. Although there are laws guaranteeing equal pay, a pay gap between men and women persists in Spain. Women tend to be paid less for doing the same work or tasks of equal value.
- Unequal division of domestic labour and family care: women often bear a disproportionate share of domestic responsibilities and the care of children and dependent relatives. This unequal division of labour limits their participation in the labour market and hinders their career progression.
- Gender stereotypes and traditional roles: Deep-rooted gender stereotypes in society assign specific roles and behaviours to men and women. These expectations limit women’s opportunities and choices for development, particularly in fields traditionally regarded as male-dominated.
- Barriers to education and training: although progress has been made towards educational equality, and all students have the same opportunities to pursue the degree course of their choice, inequalities still exist in the choice of degree courses and fields of study. Women are in the minority in fields such as science, technology, engineering and mathematics.
- Gender-based violence: Violence against women is a serious manifestation of inequality and helps to perpetuate the gender gap. Situations of violence and the fear of violence can limit women’s autonomy and participation in various areas of society.
What measures are companies taking to tackle gender inequality?
Above all, over the last decade, the issue of the gender gap has been a hot topic in society and, as a result, many companies have launched their own equality initiatives, including measures such as: anonymous applications for senior roles, the roll-out of inclusion programmes, and the promotion of a corporate culture based on equality. However, as we wish to be as accurate and objective as possible, we will now discuss the measures that are legally binding.
Royal Decree on equal pay is approved: which facilitates the identification of cases of pay discrimination through a set of transparency tools, such as: a register containing data disaggregated by gender, job category and type of remuneration, and a company audit.
Corporate equality plans: From 2021 onwards, it became compulsory for all types of companies to have equality plans accessible to all employees. These plans include an assessment negotiated with the social partners and cover everything from the recruitment process and continued employment with a company right through to leaving the job.
We hope this post has helped to clarify the concept of the gender gap for you and that, from now on, you’ll know how to recognise it in your own environment. If you’d like to find out more about equality, personal development, business trends, professional growth and innovation, don’t miss out on anything from Educa.Pro. We look forward to seeing you there!
