Tijdens, K.G. (2016). Analysis of the gender pay gap in monetary and non-monetary allowances and bonuses. Amsterdam Institute for Advanced Labour Studies (AIAS). WageIndicator Foundation, Amsterdam.
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ABSTRACT
This report is part of Workstream 1 ‘GPG analytical activities’ in the WITA GPG project, and specifically addresses Output 1 in this Workstream. Output 1 aims to methodologically explore the gender pay gap, with a focus on wages and monetary and non-monetary allowances. This is report 1.4 “Analyse the GPG in monetary and non-monetary allowances, such as extra pay, bonuses, payments in kind, social security contribution and entitlement, pay arrears, etc. in EU-28+Turkey”. For the analysis in this report we used the data from the continuous online WageIndicator Salary Survey and its Mini-survey, collected between 2014/01 and 2016/06.1 In this time frame, WageIndicator did not had a Salary Survey and a Minisurvey in two countries, notably Croatia and Cyprus. Hence, this report presents graphs about the monetary and non-monetary allowances and bonuses for 27 European countries. We selected the data from respondents who had reported to be an employee, thereby excluding the data from the self-employed, the unemployed and the retirees. For all analysis, we used data from countries with a threshold of at least 100 employees with valid data. For three countries this threshold was not met, notably for Latvia, Lithuania, and Turkey. Therefore the graphs do not present information for these countries. For some allowances and bonuses, we had to rely on fewer observations, as will be explained in the sections hereafter. In those cases the graphs will not contain information for these countries too. For most analyses we could use data from more than 500,000 employees. In section 2 this report discusses the gender gap with respect to allowances and bonuses received in the last wage. This is the wage reported in the survey. Section 3 discusses the gender gap with respect to a set of annual allowances. Section 4 details the gender gap for non-monetary allowances, whereas Section 5 discusses the gender gap in social security contributions. Finally, Section 6 deepens insights into pay arrears.