Gender pay gap. Why do women still earn less than men?

Table of Contents

1 Introduction

1.1 Problem definition and target of the thesis

1.2 Research methodology and structure of the thesis

2 Position of women in the labour market

2.1 Historical overview

2.2 Women’s labour rights

2.2.1 European Union

2.2.2 Council of Europe

2.2.3 United Nations

3 Gender Pay Gap

3.1 Possible reasons for gender pay gap

3.1.1 Education-based occupational segregation

3.1.2 Maternity leave

3.1.3 Glass ceiling

3.1.4 Sticky floor

3.1.5 Unpaid care and domestic work

3.1.6 Negotiation skills

3.1.7 Competitiveness

3.1.8 How work is valued

3.2 Solutions for gender pay gap

3.2.1 Pay transparency

3.2.2 Investing into child care

3.2.3 Equalising parental leave

3.2.4 Gender balanced leadership

4 Survey on gender pay gap

4.1 Methodology

4.2 Research results

4.3 Research limitations

5 Conclusion

5.1 Goal achievement

5.2 Perspectives

Research Objective and Focus

This bachelor thesis examines the persistence of the gender pay gap by analyzing both historical developments and current labor market structures. It investigates the underlying causes of salary inequality—such as educational and occupational segregation, the motherhood penalty, and negotiation discrepancies—while exploring potential solutions like legislative reforms, pay transparency, and improved childcare. The research employs a mixed-methods approach, combining theoretical discourse analysis with a quantitative survey to assess public perceptions and workplace experiences regarding gender-based pay discrimination.

• Historical evolution of women's labor rights and status.
• Identification of structural barriers including the glass ceiling, sticky floor, and glass escalator.
• Evaluation of the impact of maternity leave and unpaid care work on career progression.
• Analysis of negotiation behavior and competitiveness gaps between genders.
• Assessment of current international policies and corporate strategies to mitigate salary inequality.

Excerpt from the Book

Summary of Chapters

1 Introduction: Provides the problem definition regarding persistent gender stereotypes and the rationale for the thesis, outlining the research methodology and hypotheses.

2 Position of women in the labour market: Offers a historical overview of women's roles from prehistory to the modern era, detailing their fight for labor rights across international institutions.

3 Gender Pay Gap: Analyzes the structural, psychological, and social causes of the wage gap and discusses evidence-based solutions such as policy and structural changes.

4 Survey on gender pay gap: Presents the findings of the quantitative survey conducted among individuals in the author's environment, highlighting opinions on pay parity and workplace inequality.

5 Conclusion: Summarizes the research results, reaffirms the validity of the hypotheses, and offers recommendations for closing the persistent gender pay gap.

Keywords

labour market, female workers, gender pay gap, inequality, glass ceiling, sticky floor, childcare, occupational segregation, legal regulations, pay transparency, family leave, female leaders, mixed methods

Frequently Asked Questions

What is the primary focus of this thesis?

The thesis focuses on explaining why the gender pay gap persists in the modern labor market despite advancements in women's education and legal frameworks.

What are the main thematic fields covered?

Key themes include the history of women's labor rights, the identification of barriers like the "glass ceiling," the impact of motherhood and unpaid domestic work, and the role of salary negotiation.

What is the core research question?

The research is guided by the fundamental question: "Why do women still earn less than men?"

Which scientific methodology is utilized?

The author uses a "mixed methods" design, which includes an exploratory qualitative discourse analysis of existing literature followed by a quantitative survey of 218 participants.

What does the main body address?

It addresses the historical development of women's rights, the specific causes of salary inequality, and evaluates potential solutions like pay transparency and gender-balanced leadership.

Which keywords characterize the work?

Central terms include gender pay gap, glass ceiling, occupational segregation, maternity leave, and pay transparency.

How does the "glass escalator" concept differ from the "glass ceiling"?

While the "glass ceiling" describes barriers that prevent women from advancing into senior roles, the "glass escalator" refers to the hidden advantages that allow men to advance faster in female-dominated professions.

What did the survey reveal about salary negotiation?

The survey results suggest that while women negotiate as often as men, they are often less successful and encounter obstacles such as being perceived as too aggressive or irrational, unlike men who are often rewarded for the same behavior.

Why are women often overlooked for promotions?

The thesis argues that societal stereotypes regarding motherhood, combined with women's double burden of paid and unpaid work, lead employers to perceive working mothers as less dedicated or flexible than their male counterparts.