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Title page 1

Contents 5

Disclaimers 3

Summary and recommendations 4

Introduction 6

Theory: How do we measure gender pay gaps in public administration? 8

How are earnings measured? Who's earnings count? 8

What data sources can be used? 14

Who should do the measuring? 19

How do we protect people? 21

Practice: Do gender pay gaps exist in public administrations? 23

Analysis: What explains gender pay gaps in public administrations? 26

How to look beyond headline gaps? 26

What key factors explain gender pay gaps? 27

Checklist: Priority considerations for measuring and monitoring gender pay gaps in public administrations 30

Data and methodology 30

Operational Guidance: a step-by-step approach in identifying and, where necessary, developing indicators on gender pay gaps 34

References 36

Notes 39

Tables 5

Table 1. Summary of decisions for measuring gender pay gaps in public administrations 9

Table 2. Hypothetical example of data availability across data sources 30

Figures 5

Figure 1. Gender gaps in remuneration exist in all OECD countries 6

Figure 2. Gender pay gaps in bonuses are often larger than those in earnings 10

Figure 3. Gender gaps in pay are smaller among full-time workers 11

Figure 4. Mean gender gaps are typically larger than median gender gaps 13

Figure 5. Gender pay gaps are higher when measured under a 35-hour benchmark 14

Figure 6. Classification structure of public administration and defence and compulsory social security in ISIC 17

Figure 7. Gender pay gaps in public sectors also vary widely across non-OECD countries 18

Figure 8. Public service pay gaps are larger for Māori and Pacific women than for women of European descent in New Zealand 29

Boxes 7

Box 1. Translating Findings into Action 7

Box 2. Constrained choices: Data availability can dictate measurement 9

Box 3. What about non-wage benefit take-up? 10

Box 4. Moving between annual earnings and hourly earnings and back again 12

Box 5. Defining full- and part-time work 14

Box 6. Ensuring data quality and consistency in human resources data 15

Box 7. Comparing administrative and survey data: Canada's public administration 19

Box 8. Public administration or public sector? 19

Box 9. Data protection tools: Data suppression, aggregation or anonymisation 21

Box 10. Calculating the gender pay gap in the Estonian public service 24

Box 11. Case study 1: Understanding gender pay gaps in the French civil service 28

Box 12. Case study 2: Decomposing gender pay gaps in New Zealand 28

Box 13. Analysing pay gaps 31

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