2024女性就业指数分析报告

Key Findings from PwC Women in Work 2024 Report

Executive Summary

International Women’s Day 2024 marks a moment to reflect on the progress toward gender equality and the need for accelerated action. Economic uncertainties, exacerbated by gender disparities, pose significant risks to achieving workplace equality. The average gender pay gap in the OECD widened from 13.2% in 2021 to 13.5% in 2022, despite increases in women’s participation in the labor market. Luxembourg topped the index, followed by Iceland and Slovenia, with Luxembourg showing continuous improvements across all indicators. Australia demonstrated the largest annual improvement, rising from 17th to 10th place. Conversely, the UK experienced the largest fall, moving from 13th to 17th place.

Gender Pay Gap Analysis

• Average Gender Pay Gap: The OECD average gender pay gap increased from 13.2% in 2021 to 13.5% in 2022.
• Persistent Pay Penalties: Even after accounting for nine pay-determining factors, women earn 90p for every £1 earned by men, indicating significant pay penalties.
• Intersectional Disparities: Pay penalties are more pronounced for women in certain demographic groups:
  • Age: Pay penalties increase from early career (16-30 years) to later stages (46-65 years).
  • Ethnicity: Bangladeshi women face the largest pay penalty, earning 75p for every £1 earned by White men.

Economic Implications

• Potential Economic Gains: Closing the gender pay penalty could increase women’s earnings by up to £55 billion annually in the UK.
• GDP Boost: A 5% increase in women’s employment could boost UK GDP by up to £125 billion annually.

Key Index Results

• OECD Average Scores:

  • Female Participation Rate: Increased from 66.3% in 2011 to 72.1% in 2022.
  • Female Unemployment Rate: Decreased from 8.5% in 2011 to 5.3% in 2022.
  • Female Full-Time Employment Rate: Increased from 74.3% in 2011 to 77.9% in 2022.
  • Gender Pay Gap: Increased from 16.5% in 2011 to 13.5% in 2022.

• Top Performers:

  • Luxembourg: Continues to lead with a gender pay gap of -0.2%.
  • Iceland and Slovenia: Rank second and third respectively.
  • Australia: Improved significantly, rising from 17th to 10th place.
  • UK: Experienced the largest fall, dropping from 13th to 17th place.

• Improvements and Declines:

  • Luxembourg: Consistently improved across all indicators.
  • Australia: Saw the largest annual improvement in rankings.
  • UK: Lags behind other countries, with the gender pay gap increasing from 14.3% to 14.5%.

• Index Scores:

  • Average Score: Increased from 66 in 2021 to 68 in 2022.
  • Gender Pay Gap: Narrowed by 3.0 percentage points over the decade but remains the slowest-improving indicator.

Conclusion

Despite some progress, the pace of change is insufficient to achieve gender equality in the workplace. Addressing pay penalties and understanding their drivers is crucial for closing the gender pay gap. The economic benefits of doing so are substantial, highlighting the need for immediate and sustained action.