The salary difference between men and women in Portugal is greatest precisely where professional progression should mean greater recognition: at the top of the hierarchy and in longer careers. There are explanations.
The further women move up the career ladder, the further their salaries become from those of men in the same category. This is the conclusion that emerges from the report, prepared by the Commission for Citizenship and Gender Equality (CIG), which compiles recent sectoral information and, in the case of salaries, is based on the most up-to-date data from the Ministry of Labor for 2023.
At first glance, the country appears to be heading towards a slight improvement, points out. THE “unadjusted” wage differential — that is, without discounting factors such as education or seniority — it decreased marginally: in 2020 it was 16.1% and in 2023 it was 15.4%. Women continue to earn less, but the global indicator suggests a gradual attenuation.
But this average reading hides what happens when analyzing the job market by segments (by qualification, years of career and position in the organizational structure) where it is clear that, for women, the accumulation of experience and advancement in the hierarchy do not translate into an approximation of the salaries of men with equivalent profiles. On the contrary: the penalty increases.
In senior management, which include management, direction, coordination and highly qualified technical functions, both in companies and in Public Administration, the salary difference reaches 26.5% even when accounting for variable components like premiums and overtime. In gross terms, it is 835 euros per month: on average, a man in a senior position earns 3153.8 euros per month, while a woman, in the same category, receives 2318 euros.
The pay gap at the top is not decreasing, but increasing. In 2020 it was 25.2%, in 2022 it rose to 25.4% and, in 2023, it worsened to 26.5%. In other words, while the aggregate indicator shows signs of improvement, the “ceiling” of the labor market is moving away for women, at a level where salaries are higher and where variable components have greater weight, opening up space for greater discretion in the definition of salaries and benefits.
The same pattern emerges when looking at the antique. At the beginning of their career, the difference exists, but it is smaller: women earn an average of 1,162.7 euros and men 1,322 euros — a difference of 12.1%. As time passes, the gap widens. In careers lasting 20 or more years, the distance reaches 21.9%: 1588 euros for women, compared to 2033 euros for men. The report speaks of an “increasing wage penalty”.
Also the educationwhich could function as an “equalizer”, does not solve the problem. Among workers with higher education, women’s average earnings are 26.2% lower than those of men with the same academic level. Among those who have, at most, basic education, the difference remains significant, but is lower: 18.8%. Reading? The more qualified women are, the greater, on average, the salary gap compared to men, in a country where women have, for decades, had greater participation and success in higher education.
Why?
Part of the explanation involves sectoral segregation and by educational choices influenced by stereotypes. Carina Quaresma, president of the CIG, points out the concentration of women in areas such as health, education and social sciences, while men predominate in engineering, mathematics and information and communication technologies (ICT), areas that have become increasingly valued and often offer higher salaries.
If the best paid sectors continue to have reduced female participation, inequality tends to persist and, in some segments, worsen, especially if salaries in these sectors are growing faster at the top.
Looking at the higher education numbers: although girls are the majority in almost all areas, in ICT the feminization rate of the student population is only 18.3%. In engineering, manufacturing and construction, it is 27.8%. To counter this asymmetry, the Government recently approved the , which provides for measures such as mentoring networks and ambassadors to combat stereotypes and create references. There are also plans to raise awareness among educational institutions, business confederations, NGOs and IPSS to compete for Portugal 2030 funds aimed at bringing girls closer to the STEM and ICT areas. The indicated allocation is 8.8 million euros.
But the entry of more women into traditionally male sectors does not guarantee, in itself, a reduction in the sharp difference in the portfolio. Even in STEM areas where female presence increases, the pay gap gender-based can grow.
In the case of ICT, for example, the slight increase in female participation was associated with an increase in the wage gap. Women enter, but are recruited more for less valued roles, while men focus on strategic and better paid areas.
And in higher education and academic careers, women are the majority in masters and doctorates and represent close to half of the university teaching staff, but are concentrated in the lowest categories.
