Gender Pay Gap Program
Equal opportunities and equal pay for women and men workers are long-established human rights.
NEW PAPER
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NEW PAPER -
Gender Pay Gaps in Global Supply Chains:
Findings from Workplaces in Bangladesh, Colombia, Morocco, Thailand and Turkey.
February 2024
By Sally Smith, Richard Anker, Martha Anker, Luisa Fernanda Bernat Diaz, Eduardo Lazzari, Thiago De Oliveira Meireles, and Carmelita Veneroso.
Recent Event Recording
February 23rd 2024
Understanding & addressing gender pay gaps in the garment sector, hosted by Anker Research Institute
Side Event: OECD Forum on Due Diligence in the Garment and Footwear Sector
Do women earn less than men at garment factories? If so, why – or why not? Anker Research Institute will share the results of gender pay gap studies at garment factories in Türkiye, Bangladesh, & Thailand, involving analysis of payroll data for 13,000 workers & over 200 interviews with workers, managers & stakeholders. The findings & actions to address gender pay gaps will then be discussed by panelists representing brands, manufacturers, trade unions & civil society.
Wendy Savage, Patagonia's Senior Director, Social Impact & Transparency
“Being part of the Anker Research Institute’s research on Gender Pay Gaps was pivotal to our Gender and Living Wage Strategies. This is the kind of thoughtful, innovative research needed in our industry.”
In reference to the Gender Pay Gaps in Global Supply Chains study. To read it click here
Measuring gender pay gaps and gender gaps to a living wage
Equal opportunities and equal pay for women and men workers are long-established human rights and are also important for economic growth and sustainable development. Despite this, all around the world, women earn less than men, on average. Up to now, most studies on gender pay gaps have been focused on the country level and broad societal and economic factors such as education and the law, over which individual companies have little influence or control. To address this, the Anker Research Institute has developed a new methodology to measure the size and determinants of gender pay gaps and the gender gap to a living wage in specific workplaces and sectors. This approach combines detailed analysis of payroll data with analysis of info from published materials and interviews with workers, managers, trade unions, industry associations, women’s rights organizations, government agencies, academics, and other experts. The end purpose is to provide employers, workers and other stakeholders with the information needed to reduce and eliminate gender pay gaps in global supply chains.
This diagram represents the Anker Research Institute’s analytical framework for measuring and understanding gender pay gaps at the workplace or sector level. Source: Authors.
Studies on Gender Pay Gap
Wilbert Flinterman, Senior Advisor Workers’ Rights and Trade Union Relations, Fairtrade International
“Praise for this impressive work by the Anker Research Institute. I sincerely hope that companies that want to ensure that women in their own operations or supply chains receive fair and equitable remuneration will follow the recommendations in this report.”
In reference to the Gender Pay Gaps in Global Supply Chains study. To read it click here
How gender is embedded in the Anker Methodology
The Anker Methodology takes the position that there can be only one living wage for an area and this should be based on the typical family size in that area – this is to prevent wage discrimination based on marital status or parental status or family size. A gender perspective is embedded in the Anker Methodology in numerous ways, including by estimating living costs using international standards for decency and including allowances for paid and unpaid care. But even if all workers earn a living wage, families with very young children and lone parent households will often need additional support from governments, employers and others.
Relevant Working Papers
“The Anker Methodology ensures that gender issues are considered when we estimate living wages and living incomes. Our new gender pay gap methodology also allows us to also look at the gender dimensions of prevailing wages in a particular workplace or sector. Ultimately, our aim is to ensure equal opportunities and living wages for all workers - irrespective of gender, age, nationality, migrant status, or any other social characteristic.”
Gender Papers
EVENTS
Friday 23rd February 2024 -OECD Forum on Due Diligence in the Garment and Footwear Sector.
Understanding and addressing gender pay gaps in garment supply chains
IMPORTANT DATES
6th February - International Day of Zero Tolerance to Female Genital Mutilation
8th March - International Women's Day
18th September - International Equal Pay Day