LTMoterų ir vyų darbo užmokesčio bei pajamų atotrūkio tema yra nagrinėta daugelio autorių pasaulyje ir Lietuvoje. Tačiau monografijoje išryškintos Lietuvoje gana nelauktos tendencijos ir pokyčiai bei pateikti nauji tyrimų rezultatai lyčių lygybės srityje. Remiantis autorių atlikto tyrimo išvadomis, žvelgiant iš rinkos ekonomikos 30 metų laikotarpio retrospektyvos, Lietuvoje lyčių lygybės srityje pasiekti įspūdingi rezultatai. Svarbiausi pasiekimai lyčių lygybės srityje – per 30 metų pasikeitė lyčių lygybės stereotipai, pastebima sparti moterų dalyvavimo darbo rinkoje pažanga, pasikeitė darbdavių požiūris į moterį – darbuotoją: darbdaviai aukštai vertina moterų darbo potencialą, jų išsilavinimą ir profesines savybes. Tačiau, nepaisant pasiektos pažangos, atlikto tyrimo rezultatai leidžia iškelti Lietuvoje naują akcentą ir iššūkį lyčių lygybės srityje – didelę moterų diskriminaciją pagal amžių, ypač priešpensinio ir pensinio amžiaus moterų. Ši problematika nors ir buvo nagrinėjama Lietuvoje, tačiau dažnai suvokiama kaip savaime suprantama, kad pajamos, sulaukus pensinio amžiaus, ir turi mažėti. Autorių pozicija yra kita – vyresnio amžiaus žmonių profesinis potencialas yra didžiulis neišnaudotas šalies ekonomikos resursas ir tikslinga jį efektyviai panaudoti šalies darbo rinkoje. Sparčiai didėjant visuomenės senėjimo ir emigracijos iš Lietuvos rodikliams, turėtų didėti vyresnio amžiaus žmonių paklausa darbo rinkoje. Sukaupta vyresnio amžiaus žmonių darbo patirtis, žinios, profesinis potencialas turėtų būti panaudoti Lietuvos ekonomikoje, ypač sparčiai mažėjant darbo jėgai dėl didelio masto emigracijos iš šalies. Autorių atlikti darbuotojų ir darbdavių sociologiniai tyrimai leido atskleisti gilumines lyčių, ypač vyresnio amžiaus žmonių pajamų skirtumų priežastis.Kaip vieną iš svarbių monografijos privalumų galima pažymėti ir tai, kad darbas turi ne tik teorinę, bet ir praktinę reikšmę darbuotojams ir darbdaviams vertinant moterų ir vyrų darbo užmokesčio skirtumus. Pasiūlytas LOGIB metodas leidžia palyginti, greitai ir paprastai įvertinti moterų ir vyrų padėtį darbo užmokesčio srityje visoje Lietuvoje ir bet kurioje verslo įmonėje ar įstaigoje. Tai – naujas žingsnis lyčių ekonomikos mokslinių tyrimų srityje. Darbas yra inovacinis, turi mokslinę ir praktinę vertę, jis būtų naudingas mokslo bendruomenės atstovams, politikams, ekonomistams, verslininkams, darbdaviams, darbuotojams, studentams, nevyriausybinių organizacijų atstovams, besidomintiems lyčių lygybės klausimais. [Leidėjo anotacija]
ENMain findings: 1. Despite the principle of equal pay for equal work or work of equal value stipulated in legal acts of the European Union and the Republic of Lithuania, women earn less than men. According to the data of the Lithuanian Department of Statistics (Statistics Lithuania), the gender pay gap in Lithuania accounts for approximately 14-15 %. Recently, the largest pay gap between women and men has been observed in financial and insurance undertakings – about 38 %, information and communications – approximately 28 %, healthcare and social work – approximately 28 %, manufacturing – about 24 %, wholesale and retail trade, vehicles and repairs – approximately 21 % and the smallest gap – in construction (as little as 0.2 %), education (1 %), public administration and defence, compulsory social insurance (approximately 4 %) undertakings and institutions. This means that even in the sectors of the economy which are dominated by women, men tend to hold managerial positions and receive higher wages than women. The largest gender pay gap in the economy is in the 35-44 age group (approximately 20 %) and the lowest – in the group of persons in employment and aged under 25 (approximately 12.5 %). According to this indicator, Lithuania ranks in middle among EU countries (recently, the average gender pay gap in the EU has made up approximately 16 %). 2. The main causes of the gender pay gap in Lithuania are as follows: double employment of women in the market economy and in the family care economy; different levels of employment and unemployment for women and men; horizontal and vertical segregation of women in the labour market; discrimination against women in decision-making and management; growing unemployment among educated women; difficulties in reconciling professional and family life and part-time work; discrimination against women when recruiting; gender pay discrimination (lower wages for work of equal value).The structure of GDP in Lithuania, as in other countries of the world, does not reflect such an important economic area as the care (or reproductive) economy, which is ‘responsible’ for the reproduction of human resources in the family. Human capital and labour costs remain as if invisible in the economy of the country, reproductive work is not included in GDP and is not accounted for, not measured nor paid. The output of the unpaid household economy, without which it is impossible to maintain the birth rate, to improve the quality of human resources and to form workforce for the public and private sectors, makes up an important part of the country’s national wealth. 3. In all EU countries, women’s employment is growing rapidly, which is a positive trend. In 2017, the highest employment rate for women (66.5 %) and for men (78.0 %) was reached, surpassing pre-crisis levels. However, the growth rate of employment among men is lower than among women. As a result, more and more families are financially dependent on women in employment. In recent years, the employment rate for women (aged 15-64) in Lithuania has still been lower than for men, though exceeds the average employment rate for women in the EU by approximately 9 percentage points. The unemployment rate for women in Lithuania remains below the unemployment rate for men: in 2019, the unemployment rate was 5.5 % for women and 7 % for men. In the first quarter of 2020, the unemployment rate was 6.2 % for women and 8 % for men. In the EU context, the unemployment rate for women in Lithuania in 2018 was below the EU average by 1.4 percentage points (the average unemployment rate for women in the EU accounted for 7.2 %). This result is mostly influenced by huge emigration from Lithuania: at the end of 1990, the population of Lithuania was 3.7 million, while in 2017 there were 2.8 million inhabitants.Almost a third of the population of Lithuania had left the country. This is the main reason for the decrease in unemployment rates in Lithuania. On the one hand, emigration on such a large scale shows the high mobility and resilience of Lithuanian women to life challenges, though, on the other hand, when emigration levels are ten times above normal emigration rates (3 %), the decrease in unemployment rates among women for this reason cannot be seen as a positive phenomenon. Educated young people, skilled workers and highly-qualified professionals are not always in demand in our country’s economy, which is more oriented towards lower-skilled workers. This is evidenced, first and foremost, by the statistics on job vacancies in demand in the country: there is a considerable need for salespersons, drivers, builders, tailors, bartenders, waiters, and secondly, by the high unemployment rate among educated women in Lithuania. One of the main features of unemployment in Lithuania is the growing unemployment rate of highly-qualified women and women holding higher education diplomas. This means that, on the one hand, women with higher and post-secondary education diplomas cannot fully realise themselves in Lithuania, and on the other hand, the State irrationally uses human resources, being incapable of offering an employment requiring appropriate qualifications. [...]. [From the publication]