Gender Wage Gap in Georgia
Research on the reasons underlying the significant gender pay gap and development of the Labour Cost Assessment Methodology and policy recommendations to improve compliance with ILO Equal Remuneration Convention, 1951 No. 100.
The Gender Wage Gap in Georgia remains a challenge despite the average unadjusted gender wage gap fell from 49.3 per cent in 2001 to 35.7 per cent in 2017.
The study aims to elaborate a methodology of job evaluation and assessment of compliance with the principle of equal pay for work of equal value and provides practical guidance to employers and employees in implementing pay equity. The research findings are compiled based on the available statistical data, literature, and previous studies on gender wage gap in Georgia, as well as interviews with key stakeholders. The study further reviews different statistical methods to decompose the gender wage gap, and previous attempts to apply some of the approaches in Georgia’s context. The document identifies that decomposing the gender wage gap in Georgia contributes to about 40 per cent of the unadjusted gap. This means that 40 per cent of the difference between monthly earnings of men and women in Georgia can be explained by the difference in average characteristics between male and female workers that is in favour of men. The study further discusses easily accessible instruments to measure the gender wage gap at the company level. For instance, the LOGIB, an Excel based programme which calculates regressions on the basis of the data on each employee. LOGIB has also module intended for small and medium-sized enterprises.
The report was prepared under the auspices of the Georgian Trade Unions Confederation (GTUC) with the support of the International Labour Organization within the Project “Inclusive labour markets for job creation in Georgia”, funded by the Government of Denmark (Ministry of Foreign Affairs of Denmark).
The study aims to elaborate a methodology of job evaluation and assessment of compliance with the principle of equal pay for work of equal value and provides practical guidance to employers and employees in implementing pay equity. The research findings are compiled based on the available statistical data, literature, and previous studies on gender wage gap in Georgia, as well as interviews with key stakeholders. The study further reviews different statistical methods to decompose the gender wage gap, and previous attempts to apply some of the approaches in Georgia’s context. The document identifies that decomposing the gender wage gap in Georgia contributes to about 40 per cent of the unadjusted gap. This means that 40 per cent of the difference between monthly earnings of men and women in Georgia can be explained by the difference in average characteristics between male and female workers that is in favour of men. The study further discusses easily accessible instruments to measure the gender wage gap at the company level. For instance, the LOGIB, an Excel based programme which calculates regressions on the basis of the data on each employee. LOGIB has also module intended for small and medium-sized enterprises.
The report was prepared under the auspices of the Georgian Trade Unions Confederation (GTUC) with the support of the International Labour Organization within the Project “Inclusive labour markets for job creation in Georgia”, funded by the Government of Denmark (Ministry of Foreign Affairs of Denmark).