Gender Wage Gap Calculator

Wage gap16.7
Your salary as a man
Your salary as a woman

Gender wage gap is a well know and thoroughly researched phenomenon. The gender pay gap calculator lets you calculate how much you would earn as a member of the opposite sex in your country. If you feel this issue deserves more public awareness, please consider sharing this calculator on Facebook or Twitter (buttons in the top-right corner).

What is the gender wage gap

From the math perspective, the gender wage gap is defined as the difference between male and female median wages divided by the male median wages. Put in simple terms it is a difference in earnings between women and men of the same productivity. All around the world it is women who make less than men. If you're interested in gender wage gap statistics go to the bottom of this page where you will find data for 41 countries.

Causes of gender based wage inequalities

The study of wage discrimination began in 1957 with the work of Becker (Becker, G. S., 1957, The Economics of Discrimination. Chicago: University of Chicago Press) and since then it became a routine task of labor economists. Wage discrimination overwhelmingly affects women, irrespective of their age or level of education. It is influenced by a number of interrelated work, family and societal factors. These include:

  • STEREOTYPES about what kinds of jobs should men and women do and how should they engage in the workforce.
  • RACE. Studies from United States for example show that non-Hispanic white and Asian American women earn less then their counterparts of other races, however, within their racial/ethnic group the disparity between their incomes and incomes of men are bigger.
  • AGE. Differences in earnings grow with age. Women usually get 90% of what men are paid until they are ab. 35. Then median earnings for women start to grow much more slowly than median earnings for men until the gap widens to 19-24%.
  • CHILDREN. Becoming a parent has different outcomes in terms of salaries for women and men. Time spent away from the labor market or working part-time, which is a common thing for mothers but not fathers, has an effect on earnings. However, the penalty for motherhood continues even after women return to full employment. Experimental research has shown that employers tend to pay less to mothers than women who have no children. In contrast, mens earnings are not affected by having offspring. Some fathers even receive a bonus after becoming a father.
  • INDUSTRIAL AND OCCUPATIONAL SEGREGATION. Pay discrimination is present in almost every occupational field but with various intensity, for example, occupations traditionally attributed to men pay more than occupations perceived as womanly, even if they require the same level of skill and education. Although the convictions of "who can do what" in our societies have changed over the last decades, labor market segmentation is one the major factors behind the wage gap. That being said, one must remember that women doing "male" jobs still earn considerably less than their male counterparts. Moreover, men usually work in higher and therefore better paid positions in most industries.
  • And last but not least: DISCRIMINATION. Differences in wages are perceived as the most common form of indirect discrimination of women. There are many factors contributing to differentials in earnings, they cannot however account for all disparities. The remaining unexplained portion is attributed to discrimination.

Policy recommendations

OECD's Council on Gender Equality in Education, Employment and Entrepreneurship issued following recommendations for battling gender based salary inequalities:

  1. To promote gender equality in education though equal access to good-quality education, reviewing curricula against gender stereotyping and discrimination, making STEM and humanities equally inclusive and attractive for both sexes, awareness-raising campaigns, encouraging women to take up carriers in STEM.
  2. To promote family-friendly policies and working conditions, such as: access to affordable good-quality early childhood education and care, employment-protected paid maternity and paternity leave, encouraging fathers to take care leave, raising awareness of gender stereotypes related to household responsibilities, improving employment conditions and access to social support for informal workers.
  3. To increase the representation of women in decision-making positions.
  4. To strengthen the legal framework and its enforcement for combating all forms of discrimination in pay, recruitment, training and promotion.
  5. To reduce barriers to women entrepreneurship and ensure equal access to finance for female and male entrepreneurs.
  6. To develop and implement initiatives and programs aimed at addressing womens financial literacy needs.

What can you do as an individual?

You cannot eradicate all sources of discrimination in earnings, but there is a couple of things you can do as a woman to lesser the gap:

  1. Pursue better education.
  2. Make sound and careful carrier choices.
  3. Develop your negotiation skills.
  4. Make yourself heard (write letters to your legislators, join an organization promoting gender euality).

Gender Wage Gap Data

We've taken the data from Eurostat OECD and GUS (Polish main statistics office). In those cases where datasets overlapped (for example, both databases contained the statistics about Germany), we took data from the body that's more "local" (Eurostat for European countries).

Countrywage gapyearsource
Australia 18.0% 2013 OECD
Austria 22.9% 2014 Eurostat
Belgium 9.9% 2014 Eurostat
Bulgaria 13.4% 2014 Eurostat
Canada 19.2% 2014 OECD
Chile 16.7% 2013 OECD
Croatia 10.4% 2014 Eurostat
Czech Republic 22.1% 2014 Eurostat
Cyprus 15.4% 2014 Eurostat
Denmark 15.8% 2014 Eurostat
Estonia 28.3% 2014 Eurostat
Finland 18.0% 2014 Eurostat
France 15.3% 2014 Eurostat
Germany 21.6% 2014 Eurostat
Greece 15.0% 2010 Eurostat
Hungary 15.1% 2014 Eurostat
Iceland 18.7% 2014 Eurostat
Ireland 14.4% 2012 Eurostat
Israel 21.8% 2011 OECD
Italy 6.5% 2014 Eurostat
Japan 26.6% 2013 OECD
Latvia 15.2% 2014 Eurostat
Lithuania 14.8% 2014 Eurostat
Luxembourg 8.6% 2014 Eurostat
Malta 4.5% 2014 Eurostat
Mexico 18.3% 2014 OECD
Netherlands 16.2% 2014 Eurostat
New Zealand 5.6% 2013 OECD
Norway 14.9% 2014 Eurostat
Poland 16.7% 2012 GUS
Portugal 14.5% 2014 Eurostat
Romania 10.1% 2014 Eurostat
Slovakia 21.1% 2014 Eurostat
Slovenia 2.9% 2014 Eurostat
South Korea 36.7% 2014 OECD
Spain 18.8% 2014 Eurostat
Sweden 14.6% 2014 Eurostat
Switzerland 19.3% 2013 Eurostat
Turkey 20.1% 2010 OECD
United Kingdom 18.3% 2014 Eurostat
United States 17.5% 2014 OECD