Gender Equality in the Workplace

While Georgia has made considerable strides in gender equality in recent decades, achieving equal economic participation remains a challenge.

The gender wage gap persists, resulting in lower earnings for women compared to men. Horizontal segregation and the existence of a ‘glass ceiling’ contribute to the limited career advancement of women relative to men, further exacerbating disparities in earnings. Simultaneously, men often have limited access to the policies supporting the family commitments, such as the parental leave or flexible working arrangements, compared to women.

In recent decades, Georgia has made significant progress towards gender equality, however, equal economic participation remains a challenge.
Because of the gender wage gap, women earn less than men. Because of horizontal segregation and the existence of the glass ceiling, women are less likely to advance in their careers to the same extent as men, which ultimately translates into lower earnings. At the same time, men have less access to policies supporting family commitments, such as parental leave or flexible working arrangements, than women.

What does gender equality imply in the workplace?

Gender equality in the workplace entails that employees, irrespective of gender, receive and enjoy the same benefits, resources, and opportunities.

The goal of gender equality in the workplace is to ensure equal opportunities and outcomes for both women and men; It does not imply creating an identical conditions for all employees. Achieving this goal involves several measures, including employers providing equal pay for the work of equal value, eliminating barriers to women’s full and equal participation in the workforce, ensuring equal access to all occupations and industries, including those with significant financial investment and influence on the economic policy, and eliminating gender-based discrimination, particularly concerning family and care responsibilities.

Where does Georgia stand in this regard at the policy level?

The policy documents at the national level consider the correlation. The 2018-2020 National Action Plan on Human Rights addresses the labor rights and gender equality, specifically emphasizing equal employment opportunities, equal pay, and the prevention of sexual harassment in the workplace. While the last two issues have been addressed at the level of legal framework formation, their effective implementation remains a challenge.

Beyond gender equality, the Parliament of Georgia, in March 2023, adopted a policy document representing a National Concept for Women’s Economic Empowerment, outlining the priority directions to promote women’s economic involvement and empowerment, considering the opportunities and challenges in the country. The National Concept for Women’s Economic Empowerment includes the concrete steps to establish gender-equitable practices in the workplace, such as implementing the legislative changes to ensure adequate maternity and childcare leave for the employees in both the public and the private sectors.

Statistics on gender equality in the workplace in Georgia

According to the Global Gender Index of the World Economic Forum in 2023, Georgia is ranked 76th among 146 countries and 6th among 10 countries in the region. This ranking is influenced by a negative gender gap of 18.05% in the labor force, 10.06% in estimated earnings, and 27.75% in decision-making and managerial roles (World Economic Forum, Global Gender Index 2023).

Enhancing women’s participation in the workforce is crucial for boosting a country’s productivity and innovation. In 2023, the labor force participation rate for the individuals aged 15 and older is 35.4% for women and 51.7% for men. Most women are employed in the sectors such as trade, service, or entertainment, which are economically associated with care and emotional labor related to women’s gender roles. These sectors are considered low-wage areas, including the accommodation and food service activities (47.2%) and arts, entertainment, and recreation (39.5%). Consequently, women’s participation is lower than men’s in the areas such as government and defense, compulsory social security (40.3% women, 48.6% men), and information and communication (38.7% women, 44.6% men) (GeoStat, Woman and Man in Georgia, 2023).

The rise in female participation rates is attributed, among other factors, to increased education levels, evolving social attitudes toward gender roles, improved access to childcare services, and the implementation of flexible working arrangements (BCEC 2016).

Why is gender equality in the workplace significant?

Achieving gender equality in the workplace is crucial not only because it aligns with principles of fairness and justice but also because it is correlated with an increased employer revenue, fostering a healthy organizational culture, and contributing to the overall economic success of the country. Specifically, equal economic participation has a positive impact on the economic growth and gross domestic product.

According to the Global Gender Gap Report published by the World Economic Forum, gender equality is not just a fundamental human right; it is also linked to a country’s overall economic prosperity. People and their talent are primary drivers of sustainable, long-term economic growth. If half of this talent is underdeveloped or underutilized, it poses a risk to growth and sustainability. Moreover, there are compelling values related to women’s empowerment, as women represent half of the global population and deserve equal access to health, education, empowerment, and political representation (World Economic Forum, 2022).

Promoting gender equality in the workplace is a significant focus for the Investors Council. The Declaration on Gender Equality and Women’s Economic Empowerment, signed by business associations and financial institutions within the Investors Council, addresses specific issues such as eliminating the gender wage gap and developing effective mechanisms against sexual harassment in the workplace. Sharing necessary tools, supporting, increasing awareness, and implementing these initiatives are key areas of focus for the Investors Council’s Gender Equality Working Group.