Official statistics from the National Center for Development (NCD), affiliated with the General Secretariat of the Supreme Council for Planning and Development, have shed light on the significant gender wage gap in Kuwait. The recently released data reaffirms what local gender activists and international institutions such as the World Economic Forum (WEF) have long been highlighting.
The NCD’s official figures reveal a staggering 30 percent disparity in salaries between male and female workers in the government sector. Based on June 2022 data from the labor market system, the report shows that the average monthly wage for Kuwaiti women in the government sector is approximately KD1,327, compared to KD1,895 for their male counterparts. This disparity aligns with the findings of the World Economic Forum’s global gender gap report on Kuwait, which notes a significant widening of the wage gap during the periods 2006-2010 and 2012-2022, with marginal improvements in 2012, 2020, and 2021. Overall, the average percentage of equal wages for similar work between men and women stands at 67 percent in Kuwait, marking a 7 percent decline from 2006 to 2023.
It is important to note that the salary gap is not solely attributed to the fundamental salary structure based on job grades and qualifications. Instead, it is evident in other benefits that men receive, such as social allowances, promotions, and additional perks. When examining annual incomes, the average annual income for females in Kuwait is $25,597, compared to $53,640 for males, resulting in a 52 percent difference in favor of males over the period 2006-2022.
Kuwait’s global ranking in the overall Global Gender Gap Index published by the WEF has witnessed a decline of 34 places since the index’s inception in 2006. The decline has been particularly prominent in the economic participation and opportunities category, where Kuwait dropped by 46 places.
When analyzing Kuwait’s performance in the index from 2006 to 2023, it becomes evident that the country experienced a significant decline of 46 places in the field of economic participation and opportunities. Additionally, it declined by 10 places in academic achievement and 23 places in political empowerment. However, there was an improvement of 18 spots in the field of health and survival.
The WEF report on the gender gap, which has now been confirmed by the NCD, emphasizes the urgent need for concerted efforts to address and rectify gender disparities in various domains in Kuwait. The analysis of Kuwait’s standing across various fields and sub-indices highlights a notable decline in the economic participation and opportunities sector. Since the inception of the index in 2006, Kuwait has experienced a significant drop of 46 places in this domain.
Notably, Kuwait’s most favorable performance occurred in 2020, achieving a score of 0.589 out of 1,000, indicating an average gender gap in this particular area. However, in 2023, Kuwait’s ranking reflects a downturn across most sub-indices related to economic participation and opportunities. It is worth mentioning that there is a noteworthy improvement in the “percentage of equal wages between women and men for similar work” index, where Kuwait advanced by four places compared to the previous year.
Addressing the gender wage gap and promoting gender equality in Kuwait is vital not only for social justice but also for economic growth and development. Closing the wage gap and providing equal opportunities for women will contribute to a more inclusive and prosperous society. Efforts should be made to challenge stereotypes, promote women’s empowerment, and ensure fair treatment and representation in the workplace.
It is crucial for policymakers, employers, and society as a whole to recognize the importance of gender equality and take concrete steps to bridge the wage gap in Kuwait. By implementing policies that promote equal pay for equal work and creating an inclusive work environment, Kuwait can work towards achieving gender parity and fostering a more equitable society.
Source: TimesKuwait
