国际劳工组织-2018-2019年全球工资报告（英文版）-2018.11-172页-10mb

Global Wage Report 2018/19: What Lies Behind Gender Pay Gaps

Core Content

The Global Wage Report 2018/19 by the International Labour Organization (ILO) examines global wage trends and explores the causes behind gender pay gaps. The report is part of the ILO's ongoing effort to address wage inequality and promote gender equality in the workplace, aligning with the Sustainable Development Goal (SDG) 8.5, which aims to achieve equal pay for work of equal value by 2030.

The report is structured into three main parts:

• Part I discusses major global and regional wage trends.
• Part II provides an in-depth analysis of how to measure gender pay gaps and explores the underlying factors.
• Part III outlines policy measures to reduce the gender pay gap and achieve pay parity.

Main Views and Key Information

Global Wage Trends (Part I)

• Global wage growth in 2017 was the lowest since 2008, at 1.8% in real terms, down from 2.4% in 2016.
• Excluding China, global real wage growth dropped to 1.1% in 2017.
• High-income countries (especially advanced G20 countries) experienced slow wage growth despite economic recovery and declining unemployment.
  • Real wage growth in Europe (excluding Eastern Europe) declined to near zero in 2017.
  • Eastern Europe saw a recovery in wage growth, rising from 2.8% in 2016 to 5.0% in 2017.
• Low- and middle-income countries had more robust wage growth, though there was diversity across regions.
  • Asia and the Pacific had the highest real wage growth (4.8% in 2016).
  • Latin America and the Caribbean had moderate wage growth (below 1% in 2017).
  • Africa saw a decline in real wages of 3.0% in 2017, mainly due to negative trends in Egypt and Nigeria.
• Wage growth lagged behind productivity growth in high-income countries, leading to lower labor income shares in GDP compared to the early 1990s.

Measuring Gender Pay Gaps (Part II)

• The gender pay gap is defined as the difference in average wages between men and women.
• The raw gender pay gap (based on mean or median hourly wages) is around 16% globally, with wide variations by country.
  • In Pakistan, it was 34%, while in the Philippines, it was -10.3%, meaning women earn more than men.
• The report introduces a complementary measure: the factor-weighted gender pay gap, which accounts for composition effects such as occupational segregation and sectoral concentration.
  • Using this method, the global gender pay gap increases to 19% in mean hourly wages.
• The unexplained portion of the gender pay gap dominates in most countries, even those with high female education levels.
  • In high-income countries, the unexplained gap accounts for over 90% of the total.
  • Education is not the main driver of the gender pay gap in most countries, as women often have equal or better educational attainments than men.
• Occupational segregation and gender polarization are key factors in the pay gap.
  • In Europe, working in a feminized enterprise can result in a 14.7% wage penalty.
  • Women in feminized sectors face a yearly salary loss of about €3,500 (US$4,000).
• Motherhood is associated with a wage penalty, while fatherhood is linked to a wage premium.

Policy Recommendations (Part III)

• The report emphasizes the need for better data and more sophisticated measures to understand and address gender pay gaps.
• It calls for policy measures to promote sustainable wage growth and equal pay.
• Key recommendations include:
  • Addressing occupational segregation and gender polarization.
  • Implementing equal pay laws and gender-sensitive wage policies.
  • Reducing the motherhood wage penalty through supportive workplace policies.
• The report encourages moving beyond simple metrics and focusing on systemic factors like undervaluation of women's work and lack of institutional support.

Conclusion

The Global Wage Report 2018/19 highlights the complexity of the gender pay gap and the need for comprehensive policy approaches. It underscores that while education is a factor, it is not the primary cause of the pay gap. Occupational segregation, sectoral polarization, and motherhood penalties are more significant contributors. The report also stresses the importance of accurate and detailed data in developing effective strategies to close the gender pay gap and promote gender equality in the global workforce.