Energy services, professional, scientific and technical services as well as financial and insurance services have been identified as the sectors with the largest gender wage gaps in T&T.
This is according to a recently-conducted survey by the T&T Coalition of Services Industries (TTCSI) to address the issue.
The survey which was done on behalf of the Office of the Prime Minister Gender and Child Affairs Unit, was launched on April 27 and closed on April 30, targeting the TTCSI membership and aiming to gather insights into the gender wage gap in the private sector. Thirteen companies participated in the survey.
The majority of respondents were from the professional, scientific and technical services sector (30.8 per cent), followed by the energy services sector (23.1 per cent), accommodation and food services sector (15.4 per cent) and real estate services, facilities management, finance and insurance services and transport and storage services accounting for the remainder of responses (7.7 per cent) each.
Asked if they believed there was a gender wage gap in the private sector of T&T, 39 per cent of respondents believed such a gap existed, 15 per cent did not believe such a gap existed and 46 per cent of respondents were not sure.
Regarding factors believed to account for the gap, 69.2 per cent of respondents said this was caused by fewer and lower paid female managers, 61.5 per cent believed the gap resulted from more women in low-paying sectors, 53.8 per cent thought the gap was on account of career choices influenced by family responsibilities, 15.4 per cent believed part-time work was the source of the gap and 7.7 per cent believed it was hard to know the true cause of the gap because salaries are not public knowledge thereby making it hard to say if there is a gap.
Respondents were also asked whether remuneration between men and women should be regulated.
The majority believed wages should be regulated (61.5 per cent), 7.7 per cent disagree with regulating wages while 30.8 per cent were unsure.
In commenting on these findings, the TTCSI’s CEO Vashti Guyadeen said they not only reflected a concerning reality within the country’s own business landscape but also underscored a broader global challenge that has persisted despite advancements in gender equality.
She cited that in developed countries, such as those in Europe and North America, concerted efforts have been made to address this issue through a combination of legislative measures, corporate policies, and societal awareness campaigns.
For instance, Guyadeen said countries like Iceland have implemented laws mandating equal pay for equal work, backed by stringent enforcement mechanisms.
Similarly, she noted companies in Sweden have adopted innovative practices like salary transparency and gender-neutral job evaluations to ensure fair compensation practices.
“In the Caribbean region, we must heed these examples and take decisive action to close the gender wage gap. This requires a multi-faceted approach involving government intervention, private sector leadership, and community engagement,” Guyadeen advised.
Closer to home, she said research demonstrated that countries like Argentina and Chile have taken significant strides towards gender equality in the workplace. Argentina, for instance, implemented laws requiring companies to report on their gender pay gaps and take corrective actions to address disparities.
Additionally, Argentina’s National Institute of Women has launched initiatives to promote women’s economic empowerment, including training programmes and financial incentives for companies that demonstrate gender equality in their employment practices.
Similarly, Chile has enacted legislation mandating equal pay for equal work and established a gender-equity certification to recognise companies that adhere to gender equality standards.
By learning from these examples and collaborating with regional partners, Guyadeen suggested T&T can develop tailored solutions to close the gender wage gap and foster a more inclusive and equitable business environment.
Regarding what was being done to mitigate gender pay gaps across various levels of staff, the respondents offered a range of answers including regardless of gender, individuals in the same roles received equal compensation, noting there were currently no measures to address any discrepancies.
They also said wages, salaries, and benefits were solely determined by job positions, not by gender.
Additionally, in the real estate sector, commission percentages on sales are fixed, eliminating any potential bias.
Respondents also stated that gender-neutral requirements are upheld for all roles, as stipulated in the collective agreement, and remuneration is determined based on the requisite skills and experience for each position, irrespective of gender.
Further suggestions by the TTCSI called for data collection and transparency, encouraging organisations to collect and analyse gender-disaggregated pay data internally to gain a comprehensive understanding of wage disparities within their own operations.
The TTCSI added that increased transparency regarding salary structures and gender pay differentials can facilitate informed decision-making and accountability
Awareness and education are two components which are also needed in paving the way forward.
The TTCSI recommended awareness campaigns and training sessions to educate stakeholders within the private sector about the implications of the gender wage gap and strategies for promoting gender equality in compensation practices.
It also emphasised the business case for closing the gap, highlighting its positive impact on employee morale, productivity, and organisational reputation.
Regarding policy development, the TTCSI said there should be collaboration with industry stakeholders to develop and implement policies aimed at promoting pay equity and eliminating discriminatory practices.
These policies, it explained, should include provisions for regular pay audits, salary benchmarking against industry standards, and mechanisms for addressing grievances related to unequal pay.
Support for women in leadership is also vital as the TTCSI said initiatives should be implemented to support the advancement of women into such positions within organisations, including mentorship programmes, leadership development opportunities, and flexible work arrangements to accommodate family responsibilities. This is a measure that Guyadeen has been advocating for the past five years.
Coupled with this is advocacy for regulatory measures.
“Advocate for the enactment of legislation or regulations that mandate pay transparency, prohibit gender-based discrimination in compensation, and provide enforcement mechanisms to hold organisations accountable for pay equity violations,” the TTCSI said.
By taking proactive measures to address the gender wage gap, it said the private sector can also contribute to creating a more inclusive and equitable work environment that fosters the professional advancement and well-being of all employees, regardless of gender.
The TTCSI maintained that the survey marked a proactive step towards understanding and addressing gender inequality in the workplace, reflecting a commitment to fostering equitable opportunities for all.