Salaries, workers, employees and managers earn 10% more than their colleagues – Corriere.it

The gender pay gap, the difference in salary between men and women, is still a tangible reality. On average it stands at 10% and can fluctuate between 3,000 and over 13,000 euros. According to the surveys of ODM Consulting, the HR consultancy company of Gi Group (in its periodic survey of the first half of 2022), the gender pay gap narrowed between 2017 and 2019 and then started to grow again during the pandemic. Here are some examples.

For workers, the gap is higher

First of all, it can be seen that the largest percentage gap between the average fixed remuneration (Rba) of men and women is found in the Workers category for which there is a difference of 12.7%(28.520/24.551), while among Managers there is the gap with the greatest absolute value (-10.8%) of 13,000 euros between the men’s salary of 121,603 euros and the women’s salary of 108,510. The minor difference can be seen between the male middle managers who have an average salary of 62,778 euros compared with that of female colleagues of 59,406 (-5.4%) lower by 3372 euros. The gap between male and female female employees is slightly higher in percentage terms, i.e. 9.4%: between 34,514 euros and 31,286, but lower as regards the absolute value, i.e. 3,228

Often the woman is over-educated in relation to her employment

These data become even more significant if read together with others relating to the presence of women in the labor market – comments Miriam Quarti, Senior consultant and head of the Reward & Engagement area of ​​Odm Consulting -. More than one in four female workers is over-educated in relation to their job and, although they graduate with higher grades and in a higher percentage than men, women are less present in top or managerial roles, confirming the existence of the glass ceiling . Looking precisely at these roles, however, when women arrive in these positions, no differences are observed between their compensation packages and those of their male colleagues. The difference in pay is not the only aspect that highlights an inequality or injustice towards gender women in the labor market. In fact, Istat also confirms for 2022 the lowest employment rate for women (51.4% women vs 69.6% men) and a female inactivity rate of 44%, aspects on which the presence of children strongly affects. Among the women who instead participate in the world of work, the incidence of part-time work is high (33.3% women vs 8.6% men) and the speed of insertion is lower than that of men.

The gender issue has become an urgency for the majority of companies

According to another ODM Consulting survey conducted on a sample of small, medium and large companies representative of the Italian labor market, the need is now felt to adopt diversity inclusion & equity policies: over 60% of companies (especially among large) has already structured them or is considering doing so. Gender is one of the first three types of diversity on which most action is being taken at company level, together with age and disability. Our survey shows how the need to deal with diversity and its management and inclusion in the company comes above all from the desire to promote a positive corporate image towards employees, customers, the territory and potential candidates – concludes Quarti – Among the other main reasons the organizations indicate compliance with regulations and legal obligations are economic ones such as the increase in productivity and the implementation of their commitment to sustainability. Sustainable Work, to be such, must also be inclusive.