**”Women hold less lucrative jobs, which is why they earn lower wages.” “Women prefer child-rearing to career advancement.” “Men excel as leaders.” These statements are all too familiar. While it’s accurate that some women prioritize familial responsibilities over professional ambitions, those who strive for career success often encounter significant obstacles to securing high-paying positions.**
**From a young age, societal conditioning influences girls and boys differently; girls receive compliments focused on their looks, while boys are praised for their abilities. Girls are given dolls and princess costumes, whereas boys receive science kits and superhero apparel. This subtle societal guidance directs girls toward careers in caregiving, healthcare, and education—fields that are often undervalued and offer lower salaries. This factor contributes to approximately 24% of the gender pay disparity.**
**Despite these challenges, numerous women pursue their interests, even in sectors typically dominated by men. Consider the case of Maria, who, alongside her friend Alex, excelled in civil engineering and graduated at the top of their class. They both landed competitive internships and worked diligently to secure strong professional references. However, when they entered the job market, they encountered the effects of societal biases. Both applied for a similar role, but Alex, having been encouraged to be assertive, requested a higher starting salary. Maria, on the other hand, hesitated to negotiate excessively, concerned that she might be labeled as ‘difficult.’ Additionally, aware that an employer might prefer a male candidate in a predominantly male environment, she accepted a lower offer.**
**Over the next three years, both worked hard, but their experiences diverged: Alex received a promotion to Manager, while Maria only attained a modest pay increase. A few years later, Maria took maternity leave and transitioned to part-time work, absorbing a greater share of unpaid domestic responsibilities, while Alex managed to continue his career without interruption during his own family expansion.**
**In a male-dominated industry, Maria seldom encountered women in leadership roles, which led her to doubt her potential to ascend to such positions. Conversely, Alex found a mentor who motivated and supported him. As Maria’s parents aged, she took on unpaid caregiving duties after her full-time job, leading her to temporarily set aside her career ambitions and refrain from seeking promotions.**
**While the narrative of Maria and Alex is fictional, it mirrors the experiences of countless women across the EU. The reasons behind the persistent wage gap between men and women are multifaceted, encompassing structural, societal, and discriminatory influences.**
**Imagine working from now until the end of the year without receiving any compensation. With the EU gender pay gap currently at 12%, women effectively stop earning on November 17. If progress continues at the current rate, it may take decades to close this gap. Future generations may look back and question how such inequities were allowed to persist, similar to how we now reflect on the era when women were denied the right to vote.**
**Addressing the gender pay gap and achieving gender equality is not only a matter of fairness; it also plays a crucial role in alleviating poverty, unlocking potential, and bolstering the economy. Recently, Executive Vice-President Mînzatu and Commissioner Lahbib reiterated the EU’s commitment to fostering a Union of Equality. The Commission is actively pursuing measures to close this gap through new legislation, including directives on equal pay, work-life balance, gender representation on corporate boards, and pay transparency.**
**For further information, please refer to the following resources: Statement on European Equal Pay Day, Equal Pay Day, Roadmap for Women’s Rights, Eurostat study on Gender Pay Gaps in the EU, European Social Fairness, and the European Institute for Gender Equality – Gender Equality Index.**
