2 October 2024
According to recent data from Malta’s Labour Force Survey, male workers earn an average of €129 more per month than female workers. The gender pay gap remains a serious concern, with significant disparities both in part-time and full-time employment. Although more women work part-time, contributing to some of the gap, even full-time female employees experience pay inequalities. This issue is especially pronounced in high-ranking roles such as managerial and professional positions, where women continue to face discrimination.
Employers and HR professionals are in a pivotal position to address these imbalances. Pay inequality not only reflects discriminatory practices but also damages morale and company culture. To mitigate these issues, organisations are urged to adopt comprehensive strategies to eliminate gender pay disparities. These could include conducting regular wage audits, fostering transparent pay scales, and ensuring that promotion and advancement opportunities are equally available to both genders.
Moreover, fostering a work environment where female employees are provided with the same growth and development opportunities as their male counterparts is essential to narrowing this gap. Introducing mentorship programmes and offering career development resources can empower women in traditionally male-dominated sectors. Addressing workplace discrimination through regular training and sensitisation workshops can also be vital in combating gender biases.
The issue extends beyond immediate earnings. Gender-based pay inequality often leads to a cumulative disadvantage, with women having lower lifetime earnings, affecting their pension contributions and long-term financial security. Such a disparity reinforces the urgent need for systemic change, especially as organisations move towards more equitable business models.
Addressing gender pay gaps is not merely a moral obligation but also a critical step in promoting a fairer, more productive workplace. Employers and HR departments must prioritise these issues by introducing policies that ensure fairness in remuneration, promotion, and career progression, thus fostering an inclusive and balanced working environment.