Hesse pushes for equal pay as wage gap persists in leadership roles

"The fact that the gender pay gap continues to narrow is remarkable and shows we are on the right path—especially since one of the key reasons is that more and more women are advancing into leadership roles," said Women's Affairs Minister Heike Hofmann on Wednesday, commenting on the latest figures. "In terms of gender equality and fair pay, these are highly encouraging developments, but we will not rest on our laurels."

Young Women's Gross Monthly Earnings Now Equal to Men's

Data from the Hesse Wage Atlas confirms that among skilled professionals, young women up to the age of 35 have, since 2021, achieved parity with their male peers in gross monthly earnings. Previously, despite comparable qualifications, they earned less in their early career years. Since 2022, pay gaps have also been shrinking significantly in expert-level positions—an area where little progress had been made since measurements began in 2012. However, the survey also reveals that the gap remains substantial in leadership roles, standing at 18.5 percent.

"We will continue working to close the pay gap in this area as well, ensuring that women can convert their academic qualifications into fair compensation just as men do," Minister Hofmann added. One potential solution could be part-time leadership roles, as the Hesse Wage Atlas shows that men advance more quickly in their careers—largely because balancing work and family remains predominantly a woman's responsibility.

Equal Career Opportunities Despite Part-Time Work

"We want women who work part-time due to family obligations to have the same career advancement opportunities. And we must create structures that allow women to work as much as they wish," the minister emphasized. "Expanding childcare remains a key priority for the state government, and we are pursuing it vigorously." She noted that employers could also enhance their appeal to female employees by offering remote work, flexible hours, workplace childcare, or mentoring programs. "Ultimately, fair pay is about more than just equality—it's an economic issue, a competitive advantage, and a tool to mitigate labor shortages."

To achieve this, more employers must be willing to rethink work processes. "This can succeed with a modern corporate culture that views diverse career paths as enriching and self-evident," said Dr. Christa Larsen, head of the Institute for Economic, Labor, and Cultural Research (IWAK) at Goethe University Frankfurt, which compiled the Wage Atlas on behalf of the Ministry of Social Affairs. She also stressed the importance of role models: "Women in leadership positions make it easier for other women to pursue career advancement."

The full updated data from the Hesse Wage Atlas will be available on its website starting February 27.

Background: The Hesse Wage Atlas

The Hesse Wage Atlas is produced by the Institute for Economic, Labor, and Cultural Research (IWAK) at Goethe University Frankfurt, commissioned by the Hesse Ministry of Labor, Integration, Youth, and Social Affairs. Its data is designed to raise awareness among businesses and public-sector employers about women's pay levels and encourage targeted measures.

The calculations compare the median gross monthly earnings of women and men in December of each year, with the difference representing the pay gap. The analysis includes only full-time employees subject to social security contributions, excluding civil servants, the self-employed, and those in marginal employment. Part-time workers are also excluded to avoid distortions from varying working hours.