Gender Pay Gap in European Economy System with Focus on Poland from Global Perspective: in the Pursuit of Sustainability

Joanna Bojarska; Wiktoria Kowalczyk; Dominik Dusza; Wojciech M. Wolf

doi:10.18778/2082-4440.50.01

Autor

Joanna Bojarska Lodz University of Technology, Faculty of Chemistry, Institute of General and Ecological Chemistry https://orcid.org/0000-0001-9190-6913
Wiktoria Kowalczyk Lodz University of Technology, Advanced Biobased and Bioinspired Materials
Dominik Dusza Lodz University of Technology, Advanced Biobased and Bioinspired Materials
Wojciech M. Wolf Lodz University of Technology, Faculty of Chemistry, Institute of General and Ecological Chemistry https://orcid.org/0000-0002-9162-9933

DOI:

https://doi.org/10.18778/2082-4440.50.01

Słowa kluczowe:

luka płacowa między kobietami a mężczyznami, równość płci, zrównoważony rozwój, sztuczna inteligencja, perspektywa cyklu życia pracownika

Abstrakt

Cel: W artykule przedstawiamy kompleksową analizę luki płacowej ze względu na płeć (GPG) w Polsce, uwzględniając kontekst krajowy, europejski i globalny. Omawiamy główne przyczyny, różnice sektorowe oraz szersze konsekwencje gospodarcze i społeczne. Szczególny nacisk kładziemy na skorygowaną lukę płacową ze względu na płeć (adjusted GPG), która stanowi dokładniejszy miernik, ponieważ uwzględnia zmienne takie jak wykształcenie, doświadczenie zawodowe oraz zajmowane stanowisko. Metoda ta ujawnia głębsze i trwalsze nierówności płacowe niż te wskazywane przez nieskorygowaną lukę płacową (unadjusted GPG).

Metodologia/Źródła danych: Badanie ma charakter narracyjnego przeglądu literatury, wspartego analizą danych wtórnych. Wykorzystaliśmy szeroki zakres źródeł krajowych i międzynarodowych, m.in. Eurostat, GUS, OECD oraz raporty UE i organizacji globalnych z lat 2015–2025.

Główne wyniki: W 2023 r. niezrównana (niekorygowana) luka płacowa w UE wynosiła 12%, a w Polsce 7,8%. Choć ten wynik wydaje się korzystny, GPG w Polsce nie ulega poprawie od dekady, w przeciwieństwie do trendów unijnych. Skorygowana GPG (uwzględniająca m.in. wykształcenie, doświadczenie i stanowisko) wynosiła 11,4% w UE i 12,5% w Polsce (dane z 2018 r.). W niektórych sektorach w Polsce różnice są znacznie wyższe: np. 24,8% w sektorze informacji i komunikacji czy 27,6% w finansach. Niezrozumienie różnicy między danymi korygowanymi i niekorygowanymi może prowadzić do błędnych wniosków.

Wnioski: Luka płacowa nadal stanowi poważne wyzwanie – zarówno w Polsce, jak i w UE. Klarowne rozróżnienie między metodami pomiaru (GPG skorygowana vs. niekorygowana) jest kluczowe dla skutecznych działań. Nowe regulacje UE, jeśli zostaną właściwie wdrożone, mogą pomóc w zmniejszeniu GPG.

Znaczenie/Oryginalność: To, według naszej wiedzy, pierwsza tak kompleksowa synteza różnych wskaźników GPG dla Polski w porównaniu z kontekstem unijnym i globalnym. Wyniki podkreślają potrzebę zintegrowanych, opartych na dokładnych danych działań na rzecz równości płci jako warunku zrównoważonego rozwoju.

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