Latest news with #GenderPayGapReport
Business Recorder
18-07-2025
- Business
- Business Recorder
Wage employment: Women in Pakistan earn significantly less than men: study
ISLAMABAD: Pakistani women in wage employment earn significantly less than men —by approximately 25 to 30 percent, depending on the wage metric. The disparity is especially stark in the informal economy, where the gap widens to 40 percent due to limited enforcement of labour laws and lack of protections. This was revealed at the launch of Pakistan's Gender Pay Gap Report. Stakeholders on this occasion unanimously agreed on short, medium, and long-term objectives and jointly developed a National Action Plan to address the gender pay gap. Participants emphasised that closing these disparities can increase women's labour force participation and drive inclusive economic growth. The national workshop — organised by the Ministry of Overseas Pakistanis and Human Resource Development (MOPHRD) in collaboration with the International Labour Organization (ILO) — brought together policymakers, employers, workers' representatives, and technical experts to identify practical policy and legal reforms to promote equal pay and wage equity. It identifies key drivers of this gap, including occupational segregation, informal work, and discriminatory practices. Crucially, much of the gap remains unexplained by observable factors such as education, skills, or occupation—pointing to deep-rooted, systemic inequality. While Pakistan has made some progress, narrowing the gap from 33 per cent in 2018, it continues to lag behind regional peers. Alongside a detailed legal and policy review, the report offers actionable recommendations for aligning Pakistan's labour legislation with ILO standards, particularly the Equal Remuneration Convention, 1951 (No 100). The findings aim to support national stakeholders—government, employers, and workers—in crafting coordinated strategies to reduce the gender pay gap and advance social justice in the world of work. The event convened policymakers, employers, workers' organizations, members of minimum wage boards, labour inspectors, the national statistics institution, and academia to explore structural barriers that confine women to low-paying roles and limit their career progression. In his keynote address, Nadeem Aslam Chaudhry, federal secretary MOPHRD, stated Pakistan is committed to ensuring equal pay for work of equal value. This report and action plan mark a critical step towards unpacking the barriers that hold women back in the economy. This will help Pakistan move progressively against its obligations as part of the ratified ILO Convention 100 on Equal Remuneration (1951) and Convention 111 on Discrimination (1958). Geir Tonstol, ILO Country Director for Pakistan, said, 'This workshop marks a pivotal step forward—from diagnosing the causes of the gender pay gap to developing a national action plan grounded in practical, scalable solutions. We now have the evidence, the commitment, and the partnerships to move from promise to practice. The ILO stands ready to support Pakistan in advancing fair and transparent wage-setting systems, formalising informal work, and creating real opportunities for women across all sectors.' Xavier Estupinan, wage specialist at ILO Decent Work Team, Regional Office for Asia and the Pacific, said, 'The report highlights the 'sticky floor' effect—where women are stuck in low-paid, low-mobility jobs, particularly in the informal economy. Addressing this requires adequate wage-setting mechanisms and meaningful social dialogue. Supporting women's transition to formal work is essential if we are to reduce wage gaps and ensure fairer, more inclusive labour markets.' Copyright Business Recorder, 2025
Yahoo
02-04-2025
- Business
- Yahoo
Gender pay gap increases at nuclear site
The gender pay gap at the UK's largest nuclear site has increased, a report has found. Latest figures showed the average (medium) pay gap at Sellafield rose from 13.65% in 2023 to 19.62% in 2024. Sellafield Ltd said it was "disappointed" at the figures and said it was "due to the combination of long-term gender distribution across grades and the impact of complex payment practices". The Cumbria-based company, which is funded by the government, also said it had already taken "significant steps to improve representation" since data for the Gender Pay Gap Report was collected. The report was released last week as part of legal obligations for organisations with 250 or more employees. Both the mean and median pay gaps at Sellafield Ltd increased in 2024. A median gender pay gap illustrates the difference between how much the middle-ranking man and middle-ranking woman earn. In 2021 the medium gap was 11.22%, and 2022 it was 11.32%. The company said it had recruited women into key executive roles to address the gap. It also said it had "introduced greater pay alignment" between employees who had previously been engaged on different terms and conditions of employment in October 2024. The pay gap is different to unequal pay - paying women less for the same work - which is illegal. Follow BBC Cumbria on X, Facebook, Nextdoor and Instagram. Leak is Sellafield's 'biggest environmental issue' Nuclear site warns £2.8bn budget is 'not enough' Nuclear site runs up 'considerable' costs - report Sellafield
BBC News
02-04-2025
- Business
- BBC News
Gender pay gap increased at Sellafield nuclear site, report finds
The gender pay gap at the UK's largest nuclear site has increased, a report has found. Latest figures showed the average (medium) pay gap at Sellafield rose from 13.65% in 2023 to 19.62% in 2024. Sellafield Ltd said it was "disappointed" at the figures and said it was "due to the combination of long-term gender distribution across grades and the impact of complex payment practices".The Cumbria-based company, which is funded by the government, also said it had already taken "significant steps to improve representation" since data for the Gender Pay Gap Report was collected. The report was released last week as part of legal obligations for organisations with 250 or more the mean and median pay gaps at Sellafield Ltd increased in 2024.A median gender pay gap illustrates the difference between how much the middle-ranking man and middle-ranking woman 2021 the medium gap was 11.22%, and 2022 it was 11.32%.The company said it had recruited women into key executive roles to address the gap. It also said it had "introduced greater pay alignment" between employees who had previously been engaged on different terms and conditions of employment in October pay gap is different to unequal pay - paying women less for the same work - which is illegal. Follow BBC Cumbria on X, Facebook, Nextdoor and Instagram.
