The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality

Abstract

The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG.

Closing the gender wage gap in the boardroom: the role of compliance with governance codes

“…The GWG is a persistent issue in the corporate world (Aavik et al, 2023), particularly in the higher echelons of decision-making (Maoret et al, 2023), such as the board of directors (Cook et al, 2018). While progress has been made in recent years towards closing this gap, there is still a significant disparity between the compensation received by men and women serving in the same role in the boardroom (Geiler and Renneboog, 2015;Goh and Gupta, 2016;Kulich et al, 2011;Reb erioux and Roudaut, 2019).…”

“…The GWG is a persistent issue in the corporate world (Aavik et al. , 2023), particularly in the higher echelons of decision-making (Maoret et al.…”

“…The gender wage gap (GWG) has been a persistent issue in the workplace for decades (Aavik et al, 2023;Maoret et al, 2023). Women continue to earn less than men on average, and this disparity is especially pronounced in leadership positions (Santero-S anchez and Núñez, 2022).…”

“…The gender wage gap (GWG) has been a persistent issue in the workplace for decades (Aavik et al. , 2023; Maoret et al.…”