Did you know that in 2024, women on average still earn less than men?
Here’s a fact that might surprise you (or frustrate you, if you’re like me) - at the current pace, the gender pay gap across the EU isn’t expected to close until 2086. That’s more than 60 years from now. Let that sink in.
Every year, Equal Pay Day reminds us of this reality. It marks the date when women effectively start “working for free” compared to their male colleagues. This isn’t just a statistic - it’s a an experience lived by many women.
So why does the Pay Gap persist?
Despite laws that prohibit gender-based pay discrimination, like the Equal Pay Directive of 1975, the pay gap is still very real. The reasons? They’re more structural than plainly discriminatory, especially here in the Netherlands, where the gap (uncorrected) has narrowed to 13.7% in 2024.
Let’s break it down:
1. Part-Time Work Culture
Did you know that while 81.1% of Dutch women are in the workforce (one of the highest rates in the EU!), only 48% work full-time? This has a significant impact on career progression - especially in fields like business, where leadership roles are rarely offered part-time.
The fix? Organizations need to rethink flexibility at all levels, ensuring part-time workers have equal opportunities for growth and leadership. After all, talent shouldn’t be defined by hours worked.
2. The Tax System
Here’s a tricky one: in the Netherlands, the tax structure can make full-time work less financially rewarding for middle-income earners. This often discourages people from working more hours.
However, it’s worth thinking long-term. Currently, full-time roles often lead to leadership opportunities and higher pay, even if the immediate financial benefits feel smaller. Think of it as a career marathon, not a sprint.
And let’s be clear - choosing to work part-time or focus on family is just as valid. Everyone’s career path looks different, and it’s about finding what works for You.
3. Cultural Expectations and Childcare Costs
Society still places a lot of pressure on women to balance work and caregiving. Add in high childcare costs, and it’s no wonder so many women face obstacles to career advancement.
Breaking these stereotypes is crucial. Parenting is a shared responsibility, and companies need to support both parents equally.
Let’s also reframe how we view motherhood - it’s not a limitation; it can be a strength. (Check out our previous blog on this for more inspiration!)
4. Unpacking the Pay Gap
When we talk about the pay gap, there are two types to understand:
• Uncorrected Pay Gap: This is the raw difference in pay, currently 13.7% in the Netherlands.
• Corrected Pay Gap: This considers job type, hours worked, and role. In the Netherlands, the corrected gap is 6% in the private sector and 3% in the public sector.
The takeaway? To close the gap entirely, we need to address not just pay but also representation at every level, especially in leadership roles.
Where do we go from here?
We’ve come a long way, but the work isn’t done. Think of the pay gap as an iceberg - what we see at the first glance is just the surface. The deeper structural challenges require bold, systemic change.
Equal Pay Day is a reminder that we can do better. Equal work deserves equal pay. By addressing barriers, supporting diverse career paths, and fostering inclusive workplaces, we can close the gap - and sooner than 2086, please!
Let’s keep the conversation going and, more importantly, keep driving change.
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