The gender wage gap in the Netherlands decreased to 10.5% in 2024, marking significant progress compared to 19% in 2010, according to Statistics Netherlands (CBS). This improvement is largely attributed to the increasing educational attainment among women, alongside recent hikes in the minimum hourly wage. Despite this reduction, wages remain distinctly unequal, with the average hourly salary for women at €27.15 compared to men’s €30.32.
CBS highlighted that women have recently been closing the wage gap more rapidly, narrowing the difference by 1.5 percentage points in 2024 compared to 0.7 points in 2023. Women, who are significantly represented in lower-paying jobs, also benefited disproportionately from a 21% increase in minimum wages between 2022 and 2024. Moreover, a shift to hourly minimum wage calculations particularly aided lower-wage female employees, some of whom saw wage increases of up to 11%.
Sectoral improvements and remaining challenges
Despite these improvements, the gross annual salary for women remains approximately 32% lower than that of men, primarily because women work fewer hours on average. According to CBS, 63% of men are employed full-time, compared to only 23% of women. Additionally, structural differences in job types, employment sectors and careerprogression opportunities continue to play roles in maintaining wage disparities.
Within specific sectors, some notable progress has been observed. Public administration and education saw the most significant narrowing of the wage gap; for instance, the education sector saw the gap reduce from 16% in 2010 to only1% in 2024. Remarkably, in one-third of public sector organisations, women now earn more on average than men.
Additionally, at 15% of large companies employing at least 100 men and women, the average hourly wage for women surpassed that of men, while it was still 6% lower in 2010.
Conversely, financial services continue to exhibit significant disparities, with men earning more on average in all large companies within this sector.
Barriers and future directions
FD newspaper adds that despite recent advancements, societal norms and traditional roles continue to impede fullequality. Tilburg University’s Ton Wilthagen points out the persistent cultural expectation surrounding gender roles, describing it as ‘surprising to say the least’ that women still earn less despite higher average educational achievements.He further notes that ingrained perceptions regarding parenthood disproportionately affect women negatively, often undervaluing their professional contributions after maternity leave.
FNV union leader Lisa Viktorsson underscores that closing the wage gap depends significantly on political andorganisational commitments. She emphasises the potential positive impact of forthcoming European directives on wagetransparency, designed to mandate action for companies exhibiting wage disparities exceeding 5%. These regulations will require companies not only to disclose pay disparities but also to rectify unjustified gaps actively.
Emma Lok, director of Women Inc., remains cautiously optimistic but notes that without robust political interventions, closing the wage gap completely could take decades -potentially another twenty years. Effective policies, including transparency mandates and balanced parental leave distribution, as well as addressing informal caregiving responsibilities predominantly taken up by women, are essentialsteps forward in achieving equitable pay.
The Dutch government’s proposed bill on wage transparency, currently open for public consultation until May 2025, aims to strengthen employee rights. This bill seeks to provide employees clearer insights into salaries, enhancing negotiation power and fostering fairer workplace practices. Such legislative efforts could significantly contribute to further reducing wage disparities, reinforcing the overall trend towards greater wage equality.
Furthermore, recent studies suggest that younger generations show a smaller wage gap or even wage parity at early career stages, particularly among workers aged 25 to 30.
However, disparities widen progressively with age, peaking notably among workers aged 55 to 60, where the gap reaches approximately 18%. Addressing these widening gaps through sustained career support, equal opportunities for advancement, and targeted policy interventions remains crucial for ensuring long-term equity in wages.
Written by Nicole Bea Kerr