Men in the European Union earned approximately 12 percent more than women in 2023, with Latvia having the biggest gender pay gap of 19 percent and Luxembourg having the lowest at minus 0.9 percent, meaning that on average women actually earned more than men in Luxembourg during that year.

The difference between male and female hourly earnings as a share of male earnings in the European Union was 12 percent in 2023, compared with 12.9 percent in 2020. The gender pay gap has reduced significantly in the European Union since the early 2010s, when it peaked at 16.4 percent in 2012.

The Global Gender Gap Index aims to measure the parity between men and women in four key areas: health, education, economics, and politics. At the European Union level, ******* led the ranking in the 2025 edition, with a score of **** points, followed by another Nordic country, ******, at ****.

Dataset replaced by: http://data.europa.eu/euodp/data/dataset/bqA6wWDuUX4goSOwoqUQ The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The population consists of all paid employees in enterprises with 10 employees or more in NACE Rev. 2 aggregate B to S (excluding O) - before reference year 2008: NACE Rev. 1.1 aggregate C to O (excluding L). The GPG indicator is calculated within the framework of the data collected according to the methodology of the Structure of Earnings Survey (EC Regulation: 530/1999). It replaces data which was based on non-harmonised sources. For further information please consult the detailed explanatory texts (metadata).

Women and Men in Spain: Gender salary gap (not adjusted to individual characteristics) by hourly salary by sectors of economic activity and period in the EU. Annual. National.

The difference in average earnings between male and female employees at DCMS.

The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. From reference year 2006 onwards, the new GPG data is based on the methodology of the Structure of Earnings Survey (Reg.: 530/1999) carried out with a four-yearly periodicity. The most recent available reference years are 2002 and 2006 and Eurostat computed the GPG for these years on this basis. For the intermediate years (2007 onwards) countries provide to Eurostat estimates benchmarked on the SES results.

Data are broken down by NACE (Statistical Classification of Economic Activities in the European Community).

This paper estimates size and impact factors of the gender pay gap in Europe. It adds to the literature in three aspects. First, we update existing figures on the gender pay gaps in the EU based on the Structure of Earnings Survey 2010 (SES). Second, we enrich the literature by undertaking comprehensive country comparisons of the gap components based on an Oaxaca-Blinder decomposition. Overall, we analyze 21 EU countries plus Norway, which clearly exceeds the scope of existing microdata stud-ies. Third, we examine the sources of the unexplained gap. The sectoral segregation of genders is identified as the most important barrier to gender pay equality in Euro-pean countries. In addition, the fact that part-time positions are more frequent among women notably contributes to the gap. We conclude that policies aiming at closing the gender pay gap should focus more on the sector level than on the aggre-gate economy.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Apple Operations Europe. Data is available for 2022-2025 for most companies.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Kellanova (Kellogg Europe Trading Ltd). Data is available for 2022-2025 for most companies.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Zurich Europe AG. Data is available for 2022-2025 for most companies.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Citibank Europe Plc Ireland (CEP Ireland). Data is available for 2022-2025 for most companies.

A paper outlining how the gender pay gap will be presented in future ONS Statistical Bulletins

Source agency: Office for National Statistics

Designation: National Statistics

Language: English

Alternative title: Presentation of the Gender Pay Gap: ONS Position Paper

Gender pay gap in unadjusted form by working time - NACE Rev. 2 activity (B-S except O), structure of earnings survey methodology

Gender pay gap in unadjusted form by NACE Rev. 1.1 activity - structure of earnings survey methodology

The indicator measures the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The indicator has been defined as unadjusted, because it gives an overall picture of gender inequalities in terms of pay and measures a concept which is broader than the concept of equal pay for equal work. All employees working in firms with ten or more employees, without restrictions for age and hours worked, are included.

The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The population consists of all paid employees in enterprises with 10 employees or more in NACE Rev. 2 aggregate B to S (excluding O). The GPG indicator is calculated within the framework of the data collected according to the methodology of the Structure of Earnings Survey.

Gender pay gap in unadjusted form by type of ownership of the economic activity - NACE Rev. 2 activity (B-S except O), structure of earnings survey methodology

Over the last decade, the unadjusted gender pay gap decreased in all five Nordic countries. In 2021, Iceland had the lowest pay gap between men and women at **** percent. The pay gap was highest in Finland, above ** percent. In Europe, Luxembourg had the lowest gender pay gap, whereas it was highest in Estonia.

Gender pay gap data, with year on year change and extended information (such as part-time mean and median, bonus & BIK info, etc. for Schneider Electric IT Logistics Europe. Data is available for 2022-2025 for most companies.