Equality Report Spanish women had to work two months more than men in 2020 to earn the same

Spanish women earned on average 18.7% less than Spaniards in 2020, that is, they had to work two months more than men to earn the same, according to the Ministry of Equality, through a report published by the Women’s Institute.

Taking advantage of the Day for Equal Pay, which is celebrated this Wednesday, February 22, the Women’s Institute has recognized that “there is still a long way to go” on this issue, but has indicated that “a slow but positive trend is being registered down”, with “a reduction of 5.21 points in the last eight years”. In 2012 and 2013 the salary gap was 23.9%.

To carry out this analysis, data from the National Institute of Statistics (INE) corresponding to 2020 have been studied, when the average annual salary of Spanish women was 22,467 euros, compared to the 27,642 euros per year that men earn on average.

According to the data, the pay gap between women and men was greater in part-time (12%) than in full-time jobs (8.2%) and this increases with age, so that the section with the largest pay gap It is the 65 or older, which reaches 31.7%, compared to 11.6% of workers between 25 and 29 years.

The document also indicates that men earn more than women in almost all sectors of activity, registering the highest gap in administrative activities and auxiliary services (31%). It also highlights that in the sector of health activities and social services, where women have a presence of 76.4%, men earn 28.3% more than women.

By autonomies, in 2020 the largest wage gap was registered in the Principality of Asturias, with 23.7%, followed by Navarra (23.2%), Andalusia (21.2%) and Murcia (20.6%). On the opposite side is the Canary Islands, with the smallest wage gap of all the regions (9.8%), Castilla-La Mancha (13.6%) and the Balearic Islands (14%).

From the Women’s Institute they point out that the improvements that have been registered in this aspect in recent years are a consequence of the modifications in hiring introduced by the labor reform, together with the increase in the interprofessional minimum wage (SMI).

To all this, as he points out, we must add “the expected positive effects of the regulatory changes introduced in terms of equality plans and remuneration transparency” in companies, “as well as the reduction, motivated by the labor reform, of contracts temporary and precariousness”.

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