2024-10-31 06:29:00
Women work unpaid for 61 days if you compare their salary to that of men. Equal Pay Day, which marks the boundary between paid and unpaid days, falls on November 1st this year, one day later than last year. There is a counterpart to this in spring. In order to close the gap, organizations primarily called for more wage transparency and the implementation of a corresponding EU directive.
According to calculations by the Chamber of Labor (AK) Upper Austria based on wage tax data from Statistics Austria, the annual gross salary of employees who work full-time all year round is around 59,300 euros, and that of female employees is around 49,400 euros. The disadvantage for women is 16.6 percent. However, the gap is not the same everywhere in Austria – in the vast majority of federal states, Equal Pay Day took place in October.
Vienna performs best, where Equal Pay Day falls on November 22nd, and Vorarlberg performs worst, where it already took place on October 7th. The income difference in Vorarlberg is 23.4 percent and in Vienna 10.8 percent. In between are Upper Austria (October 17th), Tyrol (October 21st), Salzburg (October 24th), Styria (October 25th), Carinthia (October 30th), Lower Austria (October 31st) and Burgenland (October 5th). November).
The gender pay gap is partly explained by women taking time off due to maternity leave, but also by the fact that women are more likely to work in lower-paying industries and men are more likely to be working in better-paying industries. According to the trade union-affiliated Momentum Institute, seven of eleven systemically important occupational groups with lower average gross hourly wages than in the economy as a whole are female-dominated – such as child care or cleaning and unskilled jobs. As soon as the proportion of women significantly predominates in an industry, the average wage level falls, explained the Momentum Institute. The wage gap is particularly high for women with a migrant background, who receive 25 percent less gross hourly wages than men.
The higher part-time quota of women, who more often take care of unpaid work such as childcare, is repeatedly cited as the cause of income differences between the sexes. On average, 55 percent of women in the municipalities work part-time, the association of cities said. Among men it is only ten percent across Austria, but in Vienna it is 23 percent. The Court of Auditors also recently found in a report that fathers’ participation in childcare benefits has fallen – men accounted for only 4.1 percent of the claim days in 2022. The Association of Cities is therefore calling for an expansion of child care.
In addition to the Association of Cities, the SPÖ, the AK and the Frauenring are pushing for the implementation of the EU’s wage transparency directive. This must be incorporated into national law by mid-2026. “A fair division of labor is our goal,” said SPÖ women’s leader Eva-Maria Holzleitner, who also insisted on half-and-half when it comes to paid and unpaid work. For the FPÖ, the goal is to equalize salaries in low-wage jobs. Women’s spokesperson Rosa Ecker also called for a financial upgrade of the “profession of mother”.
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**Interview with Dr. Anna Schmidt, Gender Equality Expert**
**Interviewer**: Thank you for joining us today, Dr. Schmidt. With National Equal Pay Day occurring on November 1st this year, can you explain what this signifies in terms of the gender wage gap?
**Dr. Schmidt**: Thank you for having me. National Equal Pay Day highlights the persistent wage gap between men and women, marking the day when women’s earnings finally catch up to what men earned by the end of the previous calendar year. This year, women will have worked an additional 61 unpaid days beyond December 31 to match men’s earnings for the same work. It’s a stark reminder of the systemic issues that still exist in the workplace.
**Interviewer**: The statistics from Austria illustrate a significant gap, with female employees earning roughly 49,400 euros compared to 59,300 euros for their male counterparts. What do you believe are the primary factors contributing to this discrepancy?
**Dr. Schmidt**: The wage gap can be attributed to several interrelated factors. Firstly, women frequently take time off for maternity leave, which can impact their career progression and earnings. Additionally, women are often underrepresented in high-paying industries and overrepresented in lower-paying sectors. Cultural and societal expectations also play a role, as they can influence career choices and opportunities for advancement.
**Interviewer**: It seems that the gap varies by region in Austria. For instance, Vienna has a smaller gap compared to Vorarlberg. What do you think accounts for these regional differences?
**Dr. Schmidt**: Regional differences can often reflect local economic conditions, cultural attitudes toward gender roles, and variations in industry presence. Cities like Vienna may have more diverse job opportunities and support policies that promote wage transparency and gender equity. In contrast, areas like Vorarlberg may still adhere to more traditional workplace norms, which can perpetuate wage disparities.
**Interviewer**: Organizations are calling for wage transparency and the implementation of EU directives to close the gap. How effective do you think these measures could be?
**Dr. Schmidt**: Wage transparency is a crucial step in addressing pay inequality. When organizations are required to disclose salary information, it can empower employees to advocate for fair wages. Aligning these measures with EU directives would provide a stronger legal framework to combat discrimination and encourage companies to take proactive steps in closing the wage gap. However, it will take sustained commitment from both policy-makers and employers to see meaningful change.
**Interviewer**: Lastly, what can individuals do to contribute to the movement towards pay equality?
**Dr. Schmidt**: Individuals can advocate for themselves and others by asking questions about pay equity within their organizations and supporting policies that promote wage transparency. Additionally, fostering open conversations about salary expectations among peers can help raise awareness about disparities and encourage collective action. Education and awareness are powerful tools in the fight for equal pay.
**Interviewer**: Thank you, Dr. Schmidt, for sharing your insights on this important issue.
**Dr. Schmidt**: Thank you for having me. It’s vital that we continue to discuss and address the gender pay gap.
