In Kazakhstan gender inequality in pay remainsto be a significant issue.
Despite considerable efforts to promote equality, women continue to earn less than men across all sectors of the economy. According to Kazakhstan’s Bureau of National Statistics, in the second quarter of 2024 the average monthly salary for women was 311,217 tenge, which is 35% lower than the average salary for men, who earned 418,788 tenge.
The largest gap is observed in financial and insurance activities, where women earn 50% less than men. In accommodation and food services, the difference is around 34%, with women earning an average of 275,445 tenge compared to men’s 368,388 tenge. The gap remains significant in industry and construction as well, at 40% and 24%, respectively.
The Issue of Gender Inequality from a Global Perspective
The gender pay gap is a global problem. In OECD countries the average gap is about 13-15%, and although it has gradually been narrowing in recent years, the issue remains relevant. In many countries, women often occupy lower-paying jobs, work part-time, and face challenges in obtaining leadership positions.
According to Eurostat, the gender pay gap in Germany reaches 19%, in the United Kingdom – 15.5%, and in France – 16.5%. In the United States, data from the Bureau of Labor Statistics shows that women earn about 82 cents for every dollar earned by men. The causes of these disparities include differences in education levels, professional experience, and structural factors such as vertical and horizontal segregation in the labor market. Women are more likely to interrupt their careers for family care, which affects both earnings and career opportunities.
Kazakhstan in the International Context
The wage gap in Kazakhstan raises questions not only about fairness but also about the impact of gender disparities on economic development. While other countries are introducing legislative measures and corporate policies to reduce the gap, Kazakhstan still has many such initiatives to implement.
For instance, Iceland requires companies to prove pay equality for certification. France introduced quotas for female representation on corporate boards, encouraging more women to take on high-ranking roles. Norway has quotas on female board representation, ensuring a more balanced distribution of leadership roles. Kazakhstan could consider these examples as a foundation for its own reforms.
Directions for Improvement
To reduce the gender pay gap in Kazakhstan, it is essential to:
- Increase wage transparency: Legislative measures aimed at transparency in wage data will help identify and address unjustified disparities.
- Introduce gender composition quotas and targets: Establishing quotas for leadership positions can help shift the gender balance.
- Promote career growth programs: Mentorship and training programs for women leaders can increase female representation in top positions.
- Support parental rights and equal family responsibility: Parental leave for both parents will help reduce gender differences associated with career interruptions.
Addressing the gender pay gap requires a comprehensive approach. Implementing legislative measures similar to those in developed countries could be an important step toward achieving equality. For a rapidly developing Kazakhstan, it is crucial that economic equality becomes not just an aim but a reality, supported by practice and society.
By Kuanysh Beisengazin
Economist
