The Gender Pay Gap: How Long Must Women Wait for Equal Pay?

The Gender Pay Gap: How Long Must Women Wait for Equal Pay?

KAKALI DAS

In Poland, for every $1 a man earns, a woman gets paid 91 cents. Over in the United States, that number drops further — women earn only 83 cents for every dollar a man makes.

In Israel, it’s a similar story, with women earning 81 cents.

In India, the gap is even more pronounced, with women earning only 70 cents to the dollar. South Korea follows suit, where women are paid roughly 65 cents for every dollar their male counterparts earn. And the pattern? It’s hard to miss.

Globally, women take home just 77 cents for every dollar earned by a man. This is what we call “The Gender Pay Gap” — though that term is often oversimplified. It almost suggests that women receive smaller paychecks simply for being women, as if their earnings are discounted by default. But the reality? It’s far more complex.

But that’s just the tip of the iceberg. What exactly is the gender pay gap? What’s driving this wage disparity? More importantly, how do we bridge the gap? Is true pay parity even achievable? And why does it matter in the first place?

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Let’s take a step back in time to the 1950s. Back then, most women didn’t work outside the home. Their access to education was limited, and many weren’t even allowed to complete their studies. When they did enter the workforce, it was often in low-paying roles—on assembly lines, as secretaries, or in other menial jobs. These jobs weren’t seen as careers but rather as side hustles, because, according to society, a woman’s “real job” was raising children. And so, they were paid less.

But over the next few decades, everything began to change. Women stepped out of their homes, pursued higher education, built careers, won awards, earned medals, and even became world leaders.

But did this progress come with equal pay? Not quite. Many of the barriers that kept women’s wages low in the 1950s had faded—except for one: they were still the primary ones bearing and raising children.

Women’s roles in the workforce were evolving, but society’s expectations weren’t keeping pace. The belief that women should be the primary caregivers remained firmly in place. And how did this impact them?

Picture this: a man and a woman, both working full-time jobs, both raising a child. But are they truly sharing the workload equally? The answer is no. And the data proves it.

In a single week, a woman works an additional 9 hours compared to a man—hours spent on childcare and housework. Over the course of a year, that adds up to the equivalent of three extra months of full-time work—on top of their regular jobs. Imagine that!

And it doesn’t stop there. Over a lifetime, this imbalance compounds. Many women are forced to leave the workforce to care for their children, and when they return, their pay is rarely the same. On top of that, mothers are often hired at lower salaries than their childless counterparts. This phenomenon even has a name—the “motherhoodpenalty.”

If you compare the earnings of men and women, a clear pattern emerges—women’s incomes take a noticeable dip after having a child, while men often see a raise or even a bonus. Companies assume that fathers need more financial support for their growing families. This phenomenon is known as the “fatherhoodbump.”

So, the disparity isn’t just between men and women—it’s even sharper between men and women with children. And when you crunch the numbers, the reality is sobering. In the end, women take home less money, and that’s a serious issue. Why? Because money matters. Like it or not, money brings power. And as it stands, women have less of both—less money and less power.

Take India, for example. At the entry level, women earn 2.2% less than men—not a huge gap. But as their careers progress, the gap widens. By the time they reach director-level positions, the pay difference exceeds 6%—a significant disparity, especially at those salary levels.

Then there’s the issue of representation. Only 7% of senior management positions are held by women, and at the top executive level, that number drops to just 5%. So, women not only earn less, but they also rarely occupy leadership roles. Add to that the invisible workload, unconscious biases, and caregiving responsibilities, and the impact on women’s earnings becomes even more severe. And this is just within the organized sector.

In the unorganized sector, the gap grows even wider. Take agriculture, for example—women are consistently paid less than men. Why? Some argue it’s due to differences in capability, but in reality, it’s more about deep-rooted social stigma. The result? A widening gender pay gap.

So, how do we close it? Two countries are leading the way. The first is Iceland, which passed a ground-breaking law in 2000. It introduced mandatory paternity leave, requiring men to take time off to care for their children. And the impact? Nothing short of revolutionary.

In 2004, Iceland’s gender pay gap stood at 81 cents to the dollar. But with progressive policies in place, it shrank rapidly, reaching 90 cents to the dollar.

Another remarkable example is Rwanda—one of the poorest nations in the world. In the 1990s, its laws were deeply regressive; women couldn’t even open a bank account without a man’s permission.

But everything changed in 1994. The Rwandan Civil War claimed thousands of lives, most of them men, drastically shifting the country’s demographics—women now made up 70% of the population. Faced with this reality, Rwanda had no choice but to reform. The country rewrote its constitution, enshrining equal rights for both men and women.

What began as a necessary for survival, has led to a remarkable transformation—today, 61% of Rwanda’s lawmakers are women. The gender pay gap has narrowed to 86 cents for every dollar a man earns. It’s not perfect, but It’s a significant step forward.

These countries prove that the right policies can make a difference. It all comes down to having the political will to drive change. And while some countries are making an effort, there’s still a long way to go.

Here’s how it works—the idea is simple. To close the gap, you first have to acknowledge that it exists. Gather the data, ensure transparency, and make salaries public—let the world see what men and women are being paid.

Australia has implemented a law requiring companies to disclose salary disparities. Iceland, on the other hand, has taken it a step further by legalizing equal pay—it’s now illegal to pay men more than women for the same job in the country. Brazil has also passed a gender pay parity law, mandating that men and women performing the same job must receive equal pay.

Clearly, progress is happening, but there’s still a long way to go. Salary transparency is a good first step, but employers need to go further—they must commit to fair pay structures, unbiased hiring, equitable promotions, and inclusive workplaces. Everyone deserves an equal shot at success.

Because equal pay for women isn’t just an ambition—it’s the foundation of a better society. But real change won’t happen unless we shift our mindsets. Laws and policies can only take us so far. We need to start seeing both men and women as caregivers and breadwinners alike.

Women should not be penalized for being mothers. According to a report by the World Economic Forum, achieving pay parity will take a staggering 257 years. That means women will have to wait over two and a half centuries to earn as much as men. It’s not just a long time—it’s an injustice.

So let’s stop questioning whether the gender pay gap exists. Instead, let’s focus on how we can close it.

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