There is no way around it: Money is an important resource.
Ireland’s gender pay gap is an accumulation of social norms, employment law and family planning which have a significant influence on individuals in employment, and the roles and responsibilities of employers.
” our tendency to sideline the past as impertinent to the present, only to rediscover how central it is, in understanding the driving forces of our world and harnessing them toward a better future.”
Achieve gender equality and empower all women and girls ↓
Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life ↓
Proportion of women in managerial positions (%) IC_GEN_MGTL
Proportion of women in senior and middle management positions (%) IC_GEN_MGTN
SDG 5.5.2 Ireland by County 2017
On the official Government of Ireland SDG indicator website, SDG 5.5.2 indicators are not yet available. The Central Statistics Office of Ireland continues to improve their reporting on managers overall, IC_GEN_MGTL. The latest data published (in April, 2022) is from 2017.
(Data for senior female managers, IC_GEN_MGTN, is only available for the largest businesses who chose to report, thus making the sample non-representative.)
SDG 5.5.2 Ireland 2016 by Electoral Division
SDG 5.5.2 Ireland 2017 versus 2012
Shockingly some regions saw a decrease in the proportion of female leaders, in the worst case down 17% from 2012, to an overall percentage of 30.2%. (Strangely this data does not include the 2016 information as above, also from the CSO.)
343 million Europeans have a woman’s signature on their official currency, the Euro €. While Christine Lagarde, as President of the European Central Bank, may inspire us to get more comfortable talking about money, “61% of women would rather talk about their own death…..” Sallie Krawcheck.
#ChooseToChallenge – International Women’s Day 2021 How to support colleagues who are being silenced verbally at work.
Each of us is responsible for our own thoughts and actions. It may not be easy, but we can ‘choose to challenge’ conversational inequality. Prepare a phrase to avoid brain freeze when faced with conversational inequalities.
Tell me what you want, what you really really want …
The wonderful lyrics of the Spice girls 1996 (yes, it’s that long ago) hit song. Sometimes knowing what we really want is a complex mix of work and life priorities, each challenging the other for pole position, and they are just the items that are in our awareness. Knowing where to invest your time, how to ask for what you want in negotiations (link to negotiation workshop) or next step in your career can require reflection and analysis of one’s current context.
SDG Target 5.5 states: “Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life”. Gendelity reviews Ireland’s approach to SDG 5.5 at local government level.
Firstly, the status of relevant SDG 5 indicators are explored. Then the make-up of the three key groups of local government decision makers is considered. Finally, we explore how these decision makers are acting to progress SDG 5.
“What is the worst that can happen if you ask your colleagues what they are paid?”
Sharing salary information amongst colleagues is a critical way that women have uncovered unequal pay. Consider with whom you may be in a position to share information about both salary and benefits. Perhaps you, like Samatha Barry, can nurture a whisper network worth 10 thousand.
In every country in the world, the average working woman earns less than the average working man. Countries have different average incomes, and different gaps between female and male workers. Which countries have smaller income gaps between male and female? Within each country, what is the absolute amount of the gap between female & male? What is the percentage gap?
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