Tackling the Gender Wage Gap in Kazakhstan – The Borgen Project

Report on the Gender Wage Gap in Kazakhstan and its Implications for Sustainable Development Goals

Kazakhstan, Central Asia’s largest economy, has made significant strides in advancing women’s access to education and formal employment, aligning with aspects of Sustainable Development Goal 4 (Quality Education). However, a persistent gender wage gap presents a substantial challenge to the nation’s progress towards achieving SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities). This disparity limits inclusive economic growth and obstructs the realization of equitable labor conditions for all.

Analysis of the Gender Wage Gap

Statistical Overview

Despite achieving near-parity in educational attainment, a significant wage disparity between men and women persists. This gap undermines the principles of SDG 8, which calls for equal pay for work of equal value.

• The World Economic Forum’s 2024 Global Gender Gap Report assigned Kazakhstan an overall score of 0.710, ranking it 76th globally. Its score for Economic Participation and Opportunity was 0.751, indicating progress in workforce entry but continued inequality in pay and leadership roles.
• Data from Kazakhstan’s Bureau of National Statistics, cited by the UNDP, reveals that the average gender pay gap narrowed to 21.7% in 2021 before widening to 25.2% in 2022.
• An Asian Development Bank (ADB) report indicates that women in Kazakhstan earn, on average, only 67% of men’s wages. The disparity is most pronounced in high-paying sectors such as finance, construction, and transportation.

Contributing Factors to Wage Disparity

Several structural and societal factors contribute to the gender wage gap, acting as barriers to the achievement of SDG 5 and SDG 8.

1. Industrial and Occupational Segregation

   Research covering 2011-2019 identified industrial and occupational segregation as a primary driver of the wage gap. The over-representation of women in lower-paying sectors and their under-representation in high-paying industries directly contravenes the goal of equal economic opportunity central to SDG 5.

2. Structural Barriers: “Sticky Floors” and “Glass Ceilings”

   Structural phenomena, including the “sticky floor” that confines women to low-wage employment and the “glass ceiling” that blocks their advancement to senior leadership positions, are prevalent. These barriers impede progress on SDG 5.5, which aims to ensure women’s full participation and equal opportunities for leadership.

3. Unpaid Care Work and Motherhood Penalty

   Women disproportionately undertake unpaid domestic and care responsibilities, a challenge recognized in SDG 5.4. This, combined with career interruptions and workplace prejudice related to motherhood, results in significant financial disadvantages and exacerbates economic inequality.

4. Pervasive Gender Stereotypes

   Deeply ingrained cultural norms and gender stereotypes remain a significant obstacle. A UNDP survey found that 96% of the population holds at least one gender bias, such as the belief that men are superior business executives or political leaders. These stereotypes limit women’s professional advancement and reinforce occupational segregation, hindering the fundamental objective of gender equality.

Initiatives to Address the Gap and Advance SDGs

Governmental bodies, international partners, and civil society are implementing targeted initiatives to close the gender wage gap, directly contributing to the 2030 Agenda for Sustainable Development.

1. UNDP “Closing the Gender Pay Gap” Campaign

   Launched in May 2023, this UNDP-led campaign promotes corporate transparency and dialogue to address the pay gap. It advocates for gender-responsive workplace policies, aligning with the objectives of SDG 5 and SDG 8 by fostering decent work and economic empowerment for women.

2. National Policy and Legal Reforms

   Kazakhstan’s 2024–27 action plan seeks to integrate gender equality into national budgeting and labor legislation, a key component of SDG 5.c (Adopt and strengthen sound policies and enforceable legislation for gender equality). The plan mandates the collection of gender-disaggregated data to monitor pay equity and inform policy.

3. Strengthened Family and Gender Policy Framework

   Building on the foundation of the National Gender Equality Strategy (2006–16), the government is implementing its “Family and Gender Policy Concept 2030.” This framework focuses on enhancing women’s economic participation and supporting working parents, contributing to both SDG 5 and SDG 8.

4. Regulation for Equal Pay

   The World Bank’s 2023 “Women, Business and the Law” report gave Kazakhstan a score of 75.6 out of 100, noting deficiencies in legislation related to equal pay. Ongoing efforts to develop fair remuneration guidelines and improve workplace transparency aim to close these regulatory gaps and meet the standards of SDG 8.5 (equal pay for work of equal value).

Conclusion and Outlook

While Kazakhstan has made progress in education and labor force participation, the gender wage gap remains a critical barrier to achieving full economic equality and the Sustainable Development Goals. The current momentum, driven by international cooperation, national policy reforms, and public awareness, provides a foundation for creating more equitable and sustainable economic growth. Sustained investment in legal enforcement, corporate transparency, and support for women in all economic sectors is essential. Successfully addressing the gender wage gap will not only advance progress on SDG 5, SDG 8, and SDG 10 within Kazakhstan but also establish the nation as a leader for inclusive development in the Central Asian region.

SDGs Addressed in the Article

SDG 5: Gender Equality

• The article’s central theme is the gender wage gap in Kazakhstan, which is a core issue of economic inequality between genders. It discusses how women consistently earn less than men, their under-representation in leadership roles, and the societal stereotypes that hinder their professional advancement. These points directly align with the goal of achieving gender equality and empowering all women and girls.

SDG 8: Decent Work and Economic Growth

• The article focuses on labor conditions, specifically the disparity in pay between men and women for similar work (“women in Kazakhstan only make 67% of what men do”). It addresses issues like “sticky floors” trapping women in low-paying jobs and the need for fair labor conditions, which are central to achieving full and productive employment and decent work for all. The discussion on legal reforms and workplace regulations to ensure fair remuneration also connects directly to this goal.

SDG 10: Reduced Inequalities

• By highlighting the wage gap and the systemic barriers women face, the article addresses the broader issue of reducing inequality within a country. It points to “industrial and occupational segregation” and societal prejudices as drivers of economic disparity, which SDG 10 aims to eliminate by promoting social and economic inclusion and ensuring equal opportunities.

Specific SDG Targets Identified

SDG 5: Gender Equality

1. Target 5.1: End all forms of discrimination against all women and girls everywhere.

   The article highlights discrimination through “workplace prejudice” against mothers, cultural stereotypes where “96% of participants had at least one prejudice against women,” and the “glass ceiling” that restricts women’s access to senior positions.

2. Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.

   This target is relevant as the article explicitly mentions the “under-representation in leadership positions” and the “glass ceiling” as key factors contributing to the wage gap. It also notes that stereotypes suggest “men are more qualified for positions of leadership.”

3. Target 5.c: Adopt and strengthen sound policies and enforceable legislation for the promotion of gender equality and the empowerment of all women and girls at all levels.

   The article details several policy initiatives that align with this target, including Kazakhstan’s “Family and Gender Policy Concept 2030,” the government action plan for 2024–27 to incorporate gender equality into national budgeting and labor laws, and ongoing efforts to create “fair remuneration guidelines.”

SDG 8: Decent Work and Economic Growth

1. Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value.

   This is the most direct target addressed. The entire article revolves around the failure to achieve “equal pay for work of equal value,” citing statistics that the gender pay gap was 25.2% in 2022 and that women earn, on average, only 67% of what men do. The UNDP’s “Closing the Gender Pay Gap” campaign is a direct effort to achieve this target.

SDG 10: Reduced Inequalities

1. Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard.

   The article discusses how “industrial and occupational segregation” and “structural trends” lead to unequal outcomes for women. It also covers the government’s response through policy and legal reforms, such as the “Equal Rights and Opportunities statute (2009)” and the World Bank’s assessment of its legislation, which directly relates to eliminating discriminatory practices and promoting equality of outcome.

Indicators for Measuring Progress

Indicators for SDG 5 & 8

• Indicator 8.5.1 (Average hourly earnings of female and male employees): The article provides several direct measurements of this indicator. It states the average gender pay gap was 21.7% in 2021 and widened to 25.2% in 2022. It also cites an ADB report that women “only make 67% of what men do.”
• Indicator 5.5.2 (Proportion of women in managerial positions): This is implied through the discussion of the “glass ceiling,” which “restricts their access to senior positions,” and the “under-representation in leadership positions” as a key reason for the wage disparity.
• Indicator 5.c.1 (Proportion of countries with systems to track and make public allocations for gender equality and women’s empowerment): The article mentions several such systems, including Kazakhstan’s “government action plan for 2024–27” which “incorporates gender equality into national budgeting and labor laws” and calls for the “collecting of gender-disaggregated data” to monitor pay trends. The World Bank’s “Women, Business and the Law” assessment, which gave Kazakhstan a score of 75.6, also serves as a metric for evaluating the legal framework in place.

SDGs, Targets, and Indicators Analysis

Source: borgenproject.org