![]() Pay discrimination: In some cases, women earn less than men for doing equal work or work of equal value even if the principle of equal pay is enshrined in the European Treaties (article 157 TFEU) since 1957.Nevertheless, the profession with the largest differences in hourly earnings in the EU were managers: 23 % lower earnings for women than for men. The glass ceiling: The position in the hierarchy influences the level of pay: less than 8% of top companies’ CEOs are women.This is why the EU promotes equal sharing of parental leaves, an adequate public provision of childcare services and adequate company policies on flexible working time arrangements. Unequal share of paid and unpaid work: Women have more work hours per week than men but they spend more hours on unpaid work, a fact that might also affect their career choices.Highly feminised jobs tend to be systematically undervalued. Sectoral segregation: Around 24% of the gender pay gap is related to the overrepresentation of women in relatively low-paying sectors, such as care, health and education. ![]() The gender pay gap measures a broader concept than pay discrimination and comprehends a large number of inequalities women face in access to work, progression and rewards. The gender employment gap stood at 11.7% in 2019, with 67.3 % of women across the EU being employed compared to 79% of men (EU27 data). The gender overall earnings gap, that measures the combined impact of the average hourly earnings, the monthly average of the number of hours paid (before any adjustment for part-time work) and the employment rate, stood at 36.7% in 2018. It means that women earn 14.1% on average less per hour than men. The gender pay gap in the EU stands at 14.1% and has only changed minimally over the last decade.
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