衡量和监测公共行政部门的性别薪酬差距

Measuring and monitoring genderwage gaps in public administrations Measuring and monitoring genderpaygaps Disclaimers This work is published under the responsibility of theSecretary-General of the OECD. The opinions expressed andarguments employed This document, as well as any data and map included herein, are without prejudice to the status of or sovereignty overany territory, to thedelimitation of international frontiers and boundaries and to the name of any territory, city or area. Kosovo*:This designation is without prejudice to positions on status, and is in line with United Nations Security Council Resolution1244/99and the Advisory Opinion of the International Court of Justice on Kosovo’s declaration of independence. © OECD 2026 Attribution 4.0 International (CC BY 4.0) This work is made available under the Creative Commons Attribution 4.0 International licence. By using this work, you acceptto be bound by the termsof this licence (https://creativecommons.org/licenses/by/4.0/). Attribution–you must cite the work. Translations–you must cite the original work, identify changes to the original and add the following text:In the event of any discrepancy between theoriginal work and the translation, only the text of the original work should be considered valid.Adaptations–you must cite the original work and add the following text:This is an adaptation of an original work by the OECD. The opinions expressedand arguments employed in this adaptation should not be reported as representing the official views of the OECD or of its Member countries. Third-party material–the licence does not apply to third-party material in the work. If using such material, you are responsible for obtaining permissionfrom the third party and for any claims of infringement. You must not use the OECD logo, visual identity or cover image without express permission or suggest the OECD endorses your use of the work. Any dispute arising under this licence shall be settled by arbitration in accordance with the Permanent Court of Arbitration(PCA) Arbitration Rules 2012. Summary and recommendations Governments are well placed to lead by example in reporting gender pay gaps, setting the standard forfairness, equality and transparency regarding pay. Below are key recommendations for pay gap reporting •Governmentsshould publicly report summary statistics on men’s and women’s earnings,disaggregated by key personal and job characteristics, where possible.•Gender pay gaps should be presented at the mean, at the median, and at various points along thedistribution of earnings to better identify where gaps are greatest, supporting more targeted policy •Estimation of the gender pay gap requires a series of decisions regarding measurement andsample construction. No single set of choices is categorically better than another: all measures andall samples can help to elucidate different factors behind the pay gap. No matter which choices are •Centralised human resources data generally provide the most accurate and comprehensive basisfor analysis and should be used whenever possible. Where such data are not yet available, well- •Responsibility for measuring and monitoring the gender pay gap can fall to various actors.Regardless of where responsibility lies, measurement must be carried out professionally and in •Particular attention needs to be paid to data protection and confidentiality. Gender pay gap analysismust be conducted in a way that safeguards individual privacy and complies with applicable data •Understanding why gender pay gaps persist is as important as measuring their size. Governmentsshould use decompositions or multivariate analysis to understand the causes of gender pay gaps, 4 Table ofcontents DisclaimersSummary and recommendationsIntroduction Theory: How do we measure gender pay gaps in public administration? How are earnings measured? Who’s earnings count?What data sources can be used?Who should do the measuring? How do we protect people? 20 Practice: Do gender pay gaps exist in public administrations?22 Analysis: What explains gender pay gaps in public administrations?How to look beyond headline gaps?What key factors explain gender pay gaps? Checklist: Priority considerations for measuring and monitoring gender pay gaps inpublic administrations Operational Guidance: astep-by-step approach in identifying and, where necessary,developing indicators on gender pay gaps ReferencesNotes FIGURES Figure1. Gender gaps in remuneration exist in all OECD countriesFigure2. Gender pay gaps in bonuses are often larger than those in earningsFigure3. Gender gaps in pay are smaller among full-time workersFigure4. Mean gender gaps are typically larger than median gender gapsFigure5. Gender pay gaps are higher when measured under a 35-hour benchmarkFigure6. Classification structure of public administration and defence and compulsory social security in ISICFigure7. Gender pay gaps in public sectors also vary widely across