Despite ongoing social and legal changes, women in Poland still earn, on average, 7.8% less than men. Although this is one of the lower gender pay gaps in the European Union, it remains a significant issue. Experts at Gi Group Holding emphasize that wage disparities between men and women stem not only from individual career choices but also from structural factors such as sectoral segregation, limited access to promotions, and career breaks related to family responsibilities.
Poland Compared to the EU
The gender pay gap, defined as the difference between the average gross earnings of women and men, is expressed as a percentage of men’s average wages. According to Eurostat data, the average pay gap in Poland is 7.8%, while in the EU, it is around 13%. This means that for every 1 euro earned by a man, a woman earns 0.87 euros. Compared to other European countries, Poland ranks relatively well (ninth lowest among EU member states), ahead of Latvia (19%), Austria (18.3%), and the Czech Republic (18%). However, it still falls behind Belgium (0.7%), Italy (2.2%), and Romania (3.8%). Luxembourg is the only country where women earn more than men, with an average wage difference of +0.9% in favor of women, according to Eurostat.
“It is important to note that 7.8% represents the unadjusted pay gap. The adjusted pay gap, which accounts for similar job positions and comparable skills, is significantly higher. According to the Institute for Structural Research, this adjusted gap ranges between 14% and 24%,” says Agnieszka Mazurek-Szulim, Manager – Manufacturing & Supply Chain at Wyser.
Why Do Women Still Earn Less?
The issue is not merely statistical. Women are more likely to work in lower-paid professions such as education, healthcare, and public administration, whereas men dominate higher-paying sectors like technology and finance.
“Industries dominated by women have been undervalued in terms of wages for years, despite requiring high qualifications and significant responsibility. Education, healthcare, and public administration do not generate the same profits as the technology or financial sectors, which affects wage levels. Additionally, the historical perception of these professions as ‘natural’ for women has reinforced their lower market value. Changing this situation requires both raising wages and increasing gender diversity in higher-paying sectors,” comments Grzegorz Gojny, Regional Director at Gi Group.
According to the 2024 Bulldogjob “IT Community Report,” women make up less than 16% of the IT industry, one of the highest-paying sectors, while men constitute 84% of employees. The limited representation of women in this field highlights persistent barriers to accessing future-oriented professions, which could have a long-term impact on the gender pay gap and women’s career development.
The numbers alone do not tell the full story. The gender pay gap is not solely due to differences in industry or occupation choices. Barriers to promotion, career breaks related to family responsibilities, and limited opportunities to negotiate salaries significantly affect women’s position in the labor market.
“In many cases, women do not have the same development opportunities as their male colleagues, despite having similar skills and experience. They often have to demonstrate greater determination to achieve the same level of pay or promotion. Additionally, the lack of pay transparency means these disparities can go unnoticed and unaddressed for years,” says Joanna Wanatowicz, Managing Director at Grafton Recruitment.
Interpreting the Pay Gap: Myths and Stereotypes
One of the most common myths is that women earn less because they choose lower-paying professions. While employment structure plays a role, data shows that pay differences persist even in comparable roles within the same industries. Even in sectors with relatively equal gender representation, wage disparities remain evident.
It is also wrongly assumed that gender pay disparities will disappear automatically as more women enter the workforce. Despite making up nearly half of all employees, women still face wage gaps.
Furthermore, while 43% of managerial positions in Poland are held by women (according to the Polish Agency for Enterprise Development – PARP), the second-highest rate in the EU, this does not equate to full equality. Women still encounter barriers in reaching top executive positions, and those who do often earn less than men in the same roles. The higher the position in a company’s hierarchy, the wider the pay gap. According to European Women on Boards, only 19% of board members in Poland’s largest publicly traded companies are women. This demonstrates that while more women are entering management, access to top decision-making roles remains limited, translating into wage disparities and restricted career advancement opportunities.
“The low representation of women on corporate boards results from multiple factors that accumulate throughout a career. Firstly, women are less frequently promoted to senior positions due to systemic and cultural barriers, from leadership stereotypes to limited work-life balance support. Secondly, the lack of transparent promotion criteria and business networks, which often help men secure executive roles, exacerbates this inequality. Until companies actively invest in developing female leaders and implementing genuine diversity initiatives, progress will be slow,” emphasizes Agnieszka Mazurek-Szulim, Manager – Manufacturing & Supply Chain at Wyser.
Eurostat data also reveals that in Poland’s financial and insurance sectors, women earn an average of 27.6% less than men, highlighting that the issue is not merely about career choices but also about systemic barriers preventing women from achieving equal pay.
How to Effectively Reduce the Gender Pay Gap?
Reducing the pay gap requires comprehensive measures at both corporate and regulatory levels. Pay transparency is one of the most crucial tools in combating wage inequality. Publishing salary ranges reduces the risk of unconscious discrimination and fosters a culture of equality within organizations.
Soon, Poland will implement changes resulting from the EU Pay Transparency Directive, aimed at narrowing the gender pay gap and improving access to promotions and positions. By June 2026, companies will be required to disclose salary ranges in job postings, report pay disparities, and provide employees with access to pay structure information. These new regulations are expected to enhance transparency and reduce unjustified pay differences.
“The new EU pay transparency regulations are a step in the right direction, but they alone will not eliminate the gender pay gap. The obligation to disclose salary ranges and report wage differences will raise awareness and help identify unjustified disparities. However, the key factor will be how companies implement these changes in practice—if they use them as a foundation for building more transparent and fair compensation systems, the pay gap will truly begin to close,” comments Grzegorz Gojny, Regional Director at Gi Group Poland.
Equally important is supporting women’s career development through mentoring and training programs that increase their chances of promotion. More companies are also conducting pay audits to identify and eliminate unjustified wage gaps.
Flexible work arrangements, such as remote work and shorter workweeks, allow women to balance their careers with personal life without having to forgo professional growth. Conscious employer actions not only prevent discrimination but also attract more diverse and engaged teams, positively impacting business performance.
“Open pay policies and equal promotion opportunities are the foundation of a fair labor market. Companies that implement transparent pay structures and invest in employee development regardless of gender not only reduce the gender pay gap but also build stronger and more loyal teams. Additionally, a corporate culture based on equality and diversity attracts top talent, ultimately enhancing business competitiveness,” adds Joanna Wanatowicz, Managing Director at Grafton Recruitment.
Source: https://ceo.com.pl/luka-placowa-w-polsce-kobiety-zarabiaja-o-78-mniej-niz-mezczyzni-35132
