Examining the Gender Pay Discrepancy in Ireland in Comparison to Sweden

Abstract

This dissertation presents a comparative analysis of the gender wage gap in Ireland and Sweden, two countries with distinct approaches to gender equality and economic policy. Despite the fact that both countries have made significant strides towards advancing gender equality, there are still differences in the wages of men and women. This research looks at the structural, cultural, and policy-related elements that contribute to the gender wage gap while also analysing the historical and modern contexts of religion, corporate governance, legislation and economic benefits in each nation. Part-time work, career interruptions, and occupational segregation all have an impact on the wage difference in Ireland. The gender wage gap in Ireland is a result of a number of factors, including occupational segregation where women are primarily employed in lower-paying industries with higher rates of part-time work among women, and career interruptions primarily caused by caregiving responsibilities. A salary inequality that has been hard to close despite legislative and legislative efforts is the result of these problems, which have been made worse by persistent gender biases and a delayed adoption of progressive gender laws. In order to address these discrepancies, legislative measures have been introduced, such as the Gender Pay Gap Information Bill 2019 and the Employment Equality Acts 1998-2015, which prohibit gender discrimination and require pay transparency. However, persistent gender biases and the delayed adoption of work-life balance promoting regulations have restricted the effectiveness of these pieces of legislation. However, on the other hand, greater emphasis on gender equality in the workplace, more generous parental leave legislation, and a larger percentage of female labour market involvement are all thought to be contributing factors to Sweden's reduced wage difference. This paper illustrates the effects of differences in legislative frameworks and cultural attitudes on gender wage gaps by drawing comparisons between both of these countries. Further, the findings provide insightful information for policymakers seeking to achieve greater economic fairness by highlighting the significance of comprehensive and context-specific methods to overcome the gender wage gap. Sweden, on the other hand, which is well-known for its progressive laws towards gender equality, has a smaller gender salary difference. Strong anti-discrimination legislation, comprehensive parental leave programs, and childcare subsidies are just a few of the measures in Sweden that encourage more women to enter the labour sector and continue 6 their careers. Sweden's smaller salary gap is also partly explained by its deliberate efforts to decrease occupational segregation and its emphasis on encouraging equal representation of women in leadership posts. Furthermore, proposals for reform have been included in order to find ways to combat this issue. This research looks at both sides of the coin in order to provide accurate findings