From Words to Deeds: Patterns of Discrimination and Inequality
staff gender training in agencies responsible for security, public order and military service; the lack of international training and access to such training to increase women’s eligibility and capacity to apply to civilian and military peacekeeping missions.484
One measure of the segregation in the workforce, the segregation index (where “0” equals total inequality and “100” equals total equality), shows that the uneven distribution of women and men in some areas of the economy remained unchanged between 2009 and 2015, at the rate of 58. 485 When assessing gender inequality in leadership positions across all economic sectors, inequality decreased slightly as the segregation index increased from 53 to 55.486
Even within sectors, women are on average paid less than men. In highly skilled sectors where pay is relatively high, the gender pay gap is much more significant than the average: in finance, the pay gap is 32%, in information technology it is 37%, and in management consulting it is 30%.487 This is perhaps explained by the fact that men are disproportionality found in management and ownership roles across sectors, including in industries where women make up the majority of the workforce.488 Men hold 66% of roles with management functions in individual non-agriculture enterprises and 83% in state enterprises.489 While the government has put in place policies to reduce the gender pay gap, they have been largely unsuccessful. Both the National Employment Strategy (2007-2015) and the National Programme for Ensuring Gender Equality (2010-2015) aimed to reduce the pay gap, but a group of non-government organisation found that they had failed to make changes, for two key reasons. Firstly, there was a lack of clear and consistent action from authorities as a result of a lack of political will; secondly, the policies failed to address the underlying direct and indirect discrimination causing the pay gap.490 484 Ibid.
485 Centre “Partnership for Development”, Gender Equality Index, 2015, p. 10, available at: http://progen.md/files/7562_raport_indexul_egalitatii_gen_2015final.pdf. 486 Ibid., p. 10.
487 See above, note 388.
488 See above, note 480, Para. 57. 489 See above, note 456, p. 33.
490 See above, note 388, Para. 3.2.
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