Over the past decades, more and more women have entered the labor market around the world. Today, over 40 percent of the global workforce are women. However, only one third are in senior roles, and less than 30 percent work within science, technology, engineering, and mathematics (STEM). The Global Gender Index benchmarks national gender gaps on economic, political, education, and health-based criteria. In 2024, the leading country was Iceland .

According to an annual survey conducted in China in the beginning of 2025, around 66 percent of surveyed female professionals said that gender inequality at work persists because of the ongoing childbirth burden for women. Only 23 percent of male respondents agreed with that opinion. However, significantly higher proportion of men than women thought that gender discrimination at work is caused by social devision of labor.

According to a survey conducted in 2023 on gender equality in Japan, almost 59 percent of respondents believed that men are favored to at least some extent in the workplace. Just about two percent of survey participants were the opinion that women in Japan received preferential treatment at work.

According to a survey about Chinese career women conducted in 2025, about 36.9 percent of female respondents said they had experienced gender discrimination at work, whereas only 11.3 percent of male respondents had similar experience. Meanwhile, more men than women felt that age was affecting their career prospects.

The survey focused on attitudes, opinions and experiences related to gender equality in different spheres of life in Finland. The main focus was on equality in working life, education and family life. Questions investigated opinions on the general status of men and women in Finland, estimates for gender equality development in the following 10 years, whether the respondents thought there should be more men or women in certain positions or occupational fields (e.g. in positions of power, in social and health services, ICT), and whether women's possibilities were equal to men's in occupational life. Attitudes were charted on gender roles in the family in terms of money matters and domestic responsibilities, gender roles in politics and in decision-making in different spheres of politics, and ways to reduce unjustified wage differences. Full-time students were asked about their gender-related experiences in study, for example, whether there was gender stereotyping in study materials or in the educational institution, whether a clear majority of students in their field consisted of men or women, did gender affect student treatment or grades, strictness of gender roles/norms in the institution, support for choosing a study field where the respondent's gender was a minority, and whether sexual minorities and rainbow families were taken into account in teaching or teaching material. Other questions investigated occurrences of sexual harassment and hate speech, kinds of harassment, the perpetrators and the context. The respondents were also asked whether there were people who depreciated or belittled their speech or suggestions on account of their gender and who. A number of questions investigated whether gender affected the wage level, fringe benefits, work loads, career advancement, job contracts, autonomy at work etc. in the workplace and whether gender was a hindrance in entrepreneurship and in what kind of situations. Further topics included attitudes in the workplace relating to absences of men and women due to family matters or paternal leaves, division of caring and other household tasks in R's family and who paid what in the household. Background variables included the respondent's age group, gender, region of residence (NUTS3), highest education attained, status in employment, economic activity, occupational status, number of employees R supervised, type of employment contract, average weekly working hours, whether R belonged to a minority group, type of minority group, living arrangements, marital status, gender of the spouse, spouse's economic activity, number and ages of children aged under 18 in the household, how often R met his or her children who lived elsewhere. For students, type of educational institution.

Under the Workplace Gender Equality Act 2012, non-public sector employers with 100 or more staff must report to the WGEA annually, which covers over 12,000 Australian organisations. Information collected and contained in the data files are the gender composition of the workforce and governing bodies/boards, percentage of organisations with policy and/or strategies across a broad range of gender equality issues, paid parental leave and flexible work arrangement offerings.

Visit Data Explorer (https://data.wgea.gov.au/) for key trends and data visualisations

Visit Metadata registry (https://wgea.aristotlecloud.io/about/wgea/gender_equality_indicators) for further information about how we use the data to measure gender equality.

The Data Quality Declaration (https://www.wgea.gov.au/data/data-quality-declaration) addresses the overall quality of the Agency data in terms of relevance, timeliness, accuracy, coherence, interpretability, accessibility, and the institutional environment.

This study sheds light on the growing trend and gender dynamics of workplace flexibility in Latin America, underscoring the importance of remote work options in the region’s labor market. We explore gender differences in willingness to pay (WTP) for remote work arrangements in Latin America, using a discrete choice experiment across five countries: Colombia, Peru, Mexico, Chile, and Argentina. Results reveals a general trend among Latin American workers to trade off some wage in exchange for more remote work options, both fully and partially remote, in two male-dominated occupations: Manufacturing and information technology. On average, participants agreed to sacrifice around 10\% of their wage for hybrid jobs (80\% remote, 20\% on-site). The WTP for fully remote work was slightly lower, at about 6\% of the wage. Women exhibit a higher WTP for flexibility compared to men, with a 62.5\% higher willingness across estimates for hybrid arrangements. Moreover, women's inclination towards fully remote options was distinct, as they showed a positive WTP (up to 10\% of their salary) for such arrangements, whereas men exhibited no willingness to reduce their wages for fully remote roles.

In the fiscal year 2023, around 7.4 thousand consultations regarding sexual harassment were recorded by the Employment Environment and Equal Employment Offices in Japan. The number of consultations regarding maternal health management reached over 3.2 thousand. This refers to employers' obligation to ensure that pregnant workers receive health checkups and guidance related to their pregnancy.

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Lancaster. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Lancaster, the median income for all workers aged 15 years and older, regardless of work hours, was $35,100 for males and $25,619 for females.

These income figures indicate a substantial gender-based pay disparity, showcasing a gap of approximately 27% between the median incomes of males and females in Lancaster. With women, regardless of work hours, earning 73 cents to each dollar earned by men, this income disparity reveals a concerning trend toward wage inequality that demands attention in thecity of Lancaster.

- Full-time workers, aged 15 years and older: In Lancaster, among full-time, year-round workers aged 15 years and older, males earned a median income of $51,318, while females earned $44,754, resulting in a 13% gender pay gap among full-time workers. This illustrates that women earn 87 cents for each dollar earned by men in full-time positions. While this gap shows a trend where women are inching closer to wage parity with men, it also exhibits a noticeable income difference for women working full-time in the city of Lancaster.

Interestingly, when analyzing income across all roles, including non-full-time employment, the gender pay gap percentage was higher for women compared to men. It appears that full-time employment presents a more favorable income scenario for women compared to other employment patterns in Lancaster.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Lancaster median household income by race. You can refer the same here

StatBank dataset: LIGEHI11 Title: Gender equality indicator for reported accidents at work by industry Period type: years Period format (time in data): yyyy The oldest period: 2015 The most recent period: 2022

Do corporate board gender quotas increase attention to gender equality in workplace policies? Existing research examines the link between quotas, financial performance, and women's promotion, but we lack an understanding of how quotas impact the structural determinants of gender imbalance in the workplace. We compare the case of Italy, which adopted a quota in 2011, to a counterfactual country with no quota: Greece. Using a difference-in-differences approach, we analyze the corporate reports of publicly listed companies in both countries over time. We find a 50% increase in post-quota Italian companies' attention to gender equality issues, especially relating to leadership and family care. This increase is not exclusively driven by the share of women on boards, suggesting that quotas influence the importance that both women and men within firms give to gender equality. Qualitative analysis finds that observed changes are not window dressing: companies developed new equality initiatives after the quota.

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Whitehall. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Whitehall, the median income for all workers aged 15 years and older, regardless of work hours, was $34,136 for males and $30,776 for females.

Based on these incomes, we observe a gender gap percentage of approximately 10%, indicating a significant disparity between the median incomes of males and females in Whitehall. Women, regardless of work hours, still earn 90 cents to each dollar earned by men, highlighting an ongoing gender-based wage gap.

- Full-time workers, aged 15 years and older: In Whitehall, among full-time, year-round workers aged 15 years and older, males earned a median income of $48,034, while females earned $41,149, resulting in a 14% gender pay gap among full-time workers. This illustrates that women earn 86 cents for each dollar earned by men in full-time positions. While this gap shows a trend where women are inching closer to wage parity with men, it also exhibits a noticeable income difference for women working full-time in the city of Whitehall.

Remarkably, across all roles, including non-full-time employment, women displayed a similar gender pay gap percentage. This indicates a consistent gender pay gap scenario across various employment types in Whitehall, showcasing a consistent income pattern irrespective of employment status.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Whitehall median household income by race. You can refer the same here

According to the results of a survey conducted in 2021, people in Italy believed that gender equality in the work field means equal representation in all working sectors as well as equal opportunities to express everyone's potential. Overall, gender inequality is the acknowledgment that women and men are not equal, consequently leading to unequal treatments and perceptions of individuals due to their gender. The debate on gender inequality is rising worldwide, leading to new movements and contextualizing new issues.

Goal 5Achieve gender equality and empower all women and girlsTarget 5.1: End all forms of discrimination against all women and girls everywhereIndicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce and monitor equality and non-discrimination on the basis of sexSG_LGL_GENEQLFP: Legal frameworks that promote, enforce and monitor gender equality (percentage of achievement, 0 - 100) -- Area 1: overarching legal frameworks and public lifeSG_LGL_GENEQVAW: Legal frameworks that promote, enforce and monitor gender equality (percentage of achievement, 0 - 100) -- Area 2: violence against womenSG_LGL_GENEQEMP: Legal frameworks that promote, enforce and monitor gender equality (percentage of achievement, 0 - 100) -- Area 3: employment and economic benefitsSG_LGL_GENEQMAR: Legal frameworks that promote, enforce and monitor gender equality (percentage of achievement, 0 - 100) -- Area 4: marriage and familyTarget 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres, including trafficking and sexual and other types of exploitationIndicator 5.2.1: Proportion of ever-partnered women and girls aged 15 years and older subjected to physical, sexual or psychological violence by a current or former intimate partner in the previous 12 months, by form of violence and by ageVC_VAW_MARR: Proportion of ever-partnered women and girls subjected to physical and/or sexual violence by a current or former intimate partner in the previous 12 months, by age (%)Indicator 5.2.2: Proportion of women and girls aged 15 years and older subjected to sexual violence by persons other than an intimate partner in the previous 12 months, by age and place of occurrenceTarget 5.3: Eliminate all harmful practices, such as child, early and forced marriage and female genital mutilationIndicator 5.3.1: Proportion of women aged 20–24 years who were married or in a union before age 15 and before age 18SP_DYN_MRBF18: Proportion of women aged 20-24 years who were married or in a union before age 18 (%)SP_DYN_MRBF15: Proportion of women aged 20-24 years who were married or in a union before age 15 (%)Indicator 5.3.2: Proportion of girls and women aged 15–49 years who have undergone female genital mutilation/cutting, by ageSH_STA_FGMS: Proportion of girls and women aged 15-49 years who have undergone female genital mutilation/cutting, by age (%)Target 5.4: Recognize and value unpaid care and domestic work through the provision of public services, infrastructure and social protection policies and the promotion of shared responsibility within the household and the family as nationally appropriateIndicator 5.4.1: Proportion of time spent on unpaid domestic and care work, by sex, age and locationSL_DOM_TSPDCW: Proportion of time spent on unpaid care work, by sex, age and location (%)SL_DOM_TSPDDC: Proportion of time spent on unpaid domestic chores, by sex, age and location (%)SL_DOM_TSPD: Proportion of time spent on unpaid domestic chores and care work, by sex, age and location (%)Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public lifeIndicator 5.5.1: Proportion of seats held by women in (a) national parliaments and (b) local governmentsSG_GEN_PARLN: Number of seats held by women in national parliaments (number)SG_GEN_PARLNT: Current number of seats in national parliaments (number)SG_GEN_PARL: Proportion of seats held by women in national parliaments (% of total number of seats)SG_GEN_LOCGELS: Proportion of elected seats held by women in deliberative bodies of local government (%)Indicator 5.5.2: Proportion of women in managerial positionsIC_GEN_MGTL: Proportion of women in managerial positions (%)IC_GEN_MGTN: Proportion of women in senior and middle management positions (%)Target 5.6: Ensure universal access to sexual and reproductive health and reproductive rights as agreed in accordance with the Programme of Action of the International Conference on Population and Development and the Beijing Platform for Action and the outcome documents of their review conferencesIndicator 5.6.1: Proportion of women aged 15–49 years who make their own informed decisions regarding sexual relations, contraceptive use and reproductive health careSH_FPL_INFM: Proportion of women who make their own informed decisions regarding sexual relations, contraceptive use and reproductive health care (% of women aged 15-49 years)SH_FPL_INFMSR: Proportion of women who make their own informed decisions regarding sexual relations (% of women aged 15-49 years)SH_FPL_INFMCU: Proportion of women who make their own informed decisions regarding contraceptive use (% of women aged 15-49 years)SH_FPL_INFMRH: Proportion of women who make their own informed decisions regarding reproductive health care (% of women aged 15-49 years)Indicator 5.6.2: Number of countries with laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and educationSH_LGR_ACSRHE: Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education (%)SH_LGR_ACSRHEC1: (S.1.C.1) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 1: Maternity Care (%)SH_LGR_ACSRHEC10: (S.4.C.10) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 10: HIV Counselling and Test ServicesSH_LGR_ACSRHEC11: (S.4.C.11) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 11: HIV Treatment and Care Services (%)SH_LGR_ACSRHEC12: (S.4.C.12) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 12: HIV Confidentiality (%)SH_LGR_ACSRHEC13: (S.4.C.13) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 13: HPV Vaccine (%)SH_LGR_ACSRHEC2: (S.1.C.2) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 2: Life Saving Commodities (%)SH_LGR_ACSRHEC3: (S.1.C.3) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 3: AbortionSH_LGR_ACSRHEC4: (S.1.C.4) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 4: Post-Abortion Care (%)SH_LGR_ACSRHEC5: (S.2.C.5) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 5: Contraceptive Services (%)SH_LGR_ACSRHEC6: (S.2.C.6) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 6: Contraceptive Consent (%)SH_LGR_ACSRHEC7: (S.2.C.7) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 7: Emergency Contraception (%)SH_LGR_ACSRHEC8: (S.3.C.8) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 8: Sexuality Education Curriculum Laws (%)SH_LGR_ACSRHEC9: (S.3.C.9) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Component 9: Sexuality Education Curriculum Topics (%)SH_LGR_ACSRHES1: (S.1) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Section 1: Maternity Care (%)SH_LGR_ACSRHES2: (S.2) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Section 2: Contraceptive and Family Planning (%)SH_LGR_ACSRHES3: (S.3) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Section 3: Sexuality Education (%)SH_LGR_ACSRHES4: (S.4) Extent to which countries have laws and regulations that guarantee full and equal access to women and men aged 15 years and older to sexual and reproductive health care, information and education: Section 4: HIV and HPV (%)Target 5.a: Undertake reforms to give women equal rights to economic resources, as well as access to ownership and control over land and other forms of property, financial services, inheritance and natural resources,

The COVID-19 pandemic and related closures of day care centres and schools significantly increased the amount of care work done by parents. There has been much speculation over whether the pandemic increased or decreased gender equality in parental care work. Based on representative data for Germany from spring 2020 and winter 2021 we present an empirical analysis that shows that although gender inequality in the division of care work increased to some extent in the beginning of the pandemic, it returned to the pre-pandemic level in the second lockdown almost nine months later. These results suggest that the COVID-19 pandemic neither aggravated nor lessened inequality in the division of unpaid care work among mothers and fathers in any persistent way in Germany.

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Fremont. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Fremont, the median income for all workers aged 15 years and older, regardless of work hours, was $99,996 for males and $55,990 for females.

These income figures highlight a substantial gender-based income gap in Fremont. Women, regardless of work hours, earn 56 cents for each dollar earned by men. This significant gender pay gap, approximately 44%, underscores concerning gender-based income inequality in the city of Fremont.

- Full-time workers, aged 15 years and older: In Fremont, among full-time, year-round workers aged 15 years and older, males earned a median income of $136,764, while females earned $101,991, leading to a 25% gender pay gap among full-time workers. This illustrates that women earn 75 cents for each dollar earned by men in full-time roles. This analysis indicates a widening gender pay gap, showing a substantial income disparity where women, despite working full-time, face a more significant wage discrepancy compared to men in the same roles.

Surprisingly, the gender pay gap percentage was higher across all roles, including non-full-time employment, for women compared to men. This suggests that full-time employment offers a more equitable income scenario for women compared to other employment patterns in Fremont.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Fremont median household income by race. You can refer the same here

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Chautauqua County. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Chautauqua County, the median income for all workers aged 15 years and older, regardless of work hours, was $38,947 for males and $26,564 for females.

These income figures highlight a substantial gender-based income gap in Chautauqua County. Women, regardless of work hours, earn 68 cents for each dollar earned by men. This significant gender pay gap, approximately 32%, underscores concerning gender-based income inequality in the county of Chautauqua County.

- Full-time workers, aged 15 years and older: In Chautauqua County, among full-time, year-round workers aged 15 years and older, males earned a median income of $57,739, while females earned $49,168, resulting in a 15% gender pay gap among full-time workers. This illustrates that women earn 85 cents for each dollar earned by men in full-time positions. While this gap shows a trend where women are inching closer to wage parity with men, it also exhibits a noticeable income difference for women working full-time in the county of Chautauqua County.

Interestingly, when analyzing income across all roles, including non-full-time employment, the gender pay gap percentage was higher for women compared to men. It appears that full-time employment presents a more favorable income scenario for women compared to other employment patterns in Chautauqua County.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Chautauqua County median household income by race. You can refer the same here

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Center Line. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Center Line, the median income for all workers aged 15 years and older, regardless of work hours, was $37,363 for males and $33,032 for females.

Based on these incomes, we observe a gender gap percentage of approximately 12%, indicating a significant disparity between the median incomes of males and females in Center Line. Women, regardless of work hours, still earn 88 cents to each dollar earned by men, highlighting an ongoing gender-based wage gap.

- Full-time workers, aged 15 years and older: In Center Line, among full-time, year-round workers aged 15 years and older, males earned a median income of $52,306, while females earned $55,434

Surprisingly, within the subset of full-time workers, women earn a higher income than men, earning 1.06 dollars for every dollar earned by men. This suggests that within full-time roles, womens median incomes significantly surpass mens, contrary to broader workforce trends.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Center Line median household income by race. You can refer the same here

A survey conducted in February 2024 on gender discrimination in South Korea revealed that over half of the respondents believe that discrimination against women in the workplace is a serious issue. Overall, the survey found that discrimination against women is perceived to be more prevalent than discrimination against men in all areas, including the workplace, home, and school. Gender discrimination in South Korea South Korea has been working towards establishing a gender-equal society after a long history of male dominance. However, gender discrimination still exists, particularly affecting women. A survey revealed that women experience gender discrimination twice as often as men. This discrimination was complex and structural, occurring in all areas of society, including both professional environments and family settings. Outlook on gender inequality A survey conducted in 2024 revealed that only a small percentage of respondents were optimistic about seeing improvements in gender inequality in the near future. Despite this overall pessimism, there are some encouraging trends that suggest potential advancements in gender equality and women's rights. Notably, the number of married women leaving the workforce to focus on parenting and household responsibilities has been decreasing. Additionally, as younger generations gain equal access to education and more opportunities for social advancement, it is anticipated that gender inequality will gradually lessen over time.

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Zeigler. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Zeigler, the median income for all workers aged 15 years and older, regardless of work hours, was $26,364 for males and $23,670 for females.

Based on these incomes, we observe a gender gap percentage of approximately 10%, indicating a significant disparity between the median incomes of males and females in Zeigler. Women, regardless of work hours, still earn 90 cents to each dollar earned by men, highlighting an ongoing gender-based wage gap.

- Full-time workers, aged 15 years and older: In Zeigler, among full-time, year-round workers aged 15 years and older, males earned a median income of $35,709, while females earned $35,000, resulting in a 2% gender pay gap among full-time workers. This illustrates that women earn 98 cents for each dollar earned by men in full-time positions. While this gap shows a trend where women are inching closer to wage parity with men, it also exhibits a noticeable income difference for women working full-time in the city of Zeigler.

Remarkably, across all roles, including non-full-time employment, women displayed a similar gender pay gap percentage. This indicates a consistent gender pay gap scenario across various employment types in Zeigler, showcasing a consistent income pattern irrespective of employment status.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Zeigler median household income by race. You can refer the same here