[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fwhat-we-do\u002Fnews-stories\u002Fnews\u002F2010\u002Fambitious-women-overqualified-in-underpaid-jobs":3,"menu:\u002Fwhat-we-do:":56,"sites:htmlblocks":306,"footer:root":1746,"cite-subsites":1822,"subsites":5439,"cite-footer:root":5916,"suggested:root":5955},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":7,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"labels":50,"related_pages":51,"related_sites":52,"in_subsite":53,"contact_page_url":54,"banner_message":55},5620,"ambitious-women-overqualified-in-underpaid-jobs","Ambitious women, overqualified in underpaid jobs - March 8, 2010",null,"","\u002Fwhat-we-do\u002Fnews-stories\u002Fnews\u002F2010\u002Fambitious-women-overqualified-in-underpaid-jobs","pages.newspage","en","1969-12-30T23:00:00+00:00","2026-03-23T09:19:02.172805+00:00","\u002Fcms\u002Fpages\u002F5620\u002Fedit\u002F",[16,19,22,25,27],{"title":17,"slug":18},"What We Do","what-we-do",{"title":20,"slug":21},"News and Stories","news-stories",{"title":23,"slug":24},"News","news",{"title":26,"slug":26},"2010",{"title":6,"slug":5},{"title":6,"description":8,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":11,"created_at":34,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fwhat-we-do\u002Fnews-stories\u002Fnews\u002F2010\u002Fambitious-women-overqualified-in-underpaid-jobs\u002F","index, follow","website","summary_large_image","1969-12-31T00:00:00+01:00","2026-04-02T22:39:36.215408+02:00",[37],{"type":38,"data":39},"raw_html_block",{"content":40,"variant":41},"\n\u003Cp>Women are as ambitious as men when it comes to their\r\ncareer. Just as men they find a decent salary and reward opportunities the most important career drivers.\r\nHaving children does not influence these priorities. Yet working women too\r\noften are overqualified for the work they do, whereas men are\r\nnot. This means that there is a lot of potential on the labour market that remains untapped because\r\nwomen are frustrated in their career ambitions. This picture emerges from an\r\ninternational comparison of the factors influencing women’s decisions to work,\r\ninvolving 43 countries. The picture becomes worse still, since working mothers\r\non the whole are paid less than working women without children. The burden of\r\nhousehold and child care in combination with being underpaid for the work they\r\ndo, puts working mothers in a dead-end street.   \u003C\u002Fp>\n\u003Cp>The findings are based on a sample of 345,000 data collected by\r\nWageIndicator online surveys in 2008 and the first quarter of 2009 in those 43\r\ncountries. The data was analyzed by Income Data Services, the British research\r\npartner of WageIndicator, on behalf of ITUC, the International Trade Union\r\nConfederation. The results are published on March 8, international women’s day.\r\n \u003C\u002Fp>\n\u003Cp>Overall, it\r\nis predominantly women who take on the largest share of household duties, and\r\nthis trend is reinforced among respondents with children.\u003C\u002Fp>\n\u003Cstrong>Contributes\r\nmost to household tasks\u003C\u002Fstrong>\n\u003Ctable class=\"grid listing\">\n\u003Ctbody>\n\u003Ctr>\n\u003Ctd colspan=\"2\" rowspan=\"2\">\n\u003Cstrong>Has children\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd colspan=\"2\">\n\u003Cstrong>Gender\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cstrong>male \u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>\n\u003Cstrong>female\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n   Without children\u003C\u002Ftd>\n\u003Ctd>\r\n   Count\u003C\u002Ftd>\n\u003Ctd>\r\n   3,809\u003C\u002Ftd>\n\u003Ctd>\r\n   7,215\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n    \u003C\u002Ftd>\n\u003Ctd>\r\n   % within Gender\u003C\u002Ftd>\n\u003Ctd>\r\n   28.1%\u003C\u002Ftd>\n\u003Ctd>\r\n   45.0%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n   With children\u003C\u002Ftd>\n\u003Ctd>\r\n   Count\u003C\u002Ftd>\n\u003Ctd>\r\n   2,620\u003C\u002Ftd>\n\u003Ctd>\r\n   10,022\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n    \u003C\u002Ftd>\n\u003Ctd>\r\n   % within Gender\u003C\u002Ftd>\n\u003Ctd>\r\n   16.6%\u003C\u002Ftd>\n\u003Ctd>\r\n   81.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003Cp>The\r\ninequality in the contribution to household tasks is reinforced among\r\nrespondents with children. In all but one of the 15 countries for which there\r\nis enough data, the proportion of women who say they contribute most to\r\nhousehold tasks is higher than that of men. Among respondents with children,\r\nmen contribute even less than among respondents without children, while the\r\nopposite is true for women. This means that achieving a good work-life balance\r\nis more difficult for women than men (especially among those with children),\r\nand also hinders career development and decisions for work.\u003Cstrong> \u003Cbr\u002F>\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The\r\ntendency for women to contribute most to household tasks feeds through to the\r\nresults on work-life balance. The proportion of women who say they find it hard\r\nto combine work and family is higher than the proportion of men who say so, and\r\nthat, in some cases, nearly half or more of all women surveyed found it\r\ndifficult to combine work and family.\u003C\u002Fp>\n\u003Cstrong>Finds\r\ncombining work and family tough\u003C\u002Fstrong>\n\u003Ctable class=\"grid listing\">\n\u003Ctbody>\n\u003Ctr>\n\u003Ctd colspan=\"2\" rowspan=\"2\">\u003Cstrong>\r\n   Has children\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd colspan=\"2\">\u003Cstrong>\r\n   Gender\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\u003Cstrong>\r\n   male\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>\n\u003Cstrong>female\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n   Without children\u003C\u002Ftd>\n\u003Ctd>\r\n   Count\u003C\u002Ftd>\n\u003Ctd>\r\n   6,492\u003C\u002Ftd>\n\u003Ctd>\r\n   6,353\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cbr\u002F>\u003C\u002Ftd>\n\u003Ctd>\r\n   % within Gender\u003C\u002Ftd>\n\u003Ctd>\r\n   33.7%\u003C\u002Ftd>\n\u003Ctd>\r\n   37.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n   With children\u003C\u002Ftd>\n\u003Ctd>\r\n   Count\u003C\u002Ftd>\n\u003Ctd>\r\n   7,160\u003C\u002Ftd>\n\u003Ctd>\r\n   6,837\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cbr\u002F>\u003C\u002Ftd>\n\u003Ctd>\r\n   % within Gender\u003C\u002Ftd>\n\u003Ctd>\r\n   37.2%\u003C\u002Ftd>\n\u003Ctd>\r\n   49.4%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003Cp>Overall,\r\nrespondents with children find it more difficult to combine work and family\r\nthan respondents without children. In all 17 countries for which there is\r\nenough data on this issue, women with children are more likely to find it hard\r\nto combine work and family than women without children. In nine of the 17\r\ncountries, this is also the case for men. However, the difference is starker\r\namong women, and the proportion of women with children who find it difficult to\r\ncombine work and family is higher than that of men.\u003C\u002Fp>\n\u003Cp>The fact\r\nthat women still tend to take on the largest share of household duties and\r\nchildcare has a clear impact on their working patterns. In the overall sample,\r\nthe proportion of men who work full-time hours is larger than that of women.\u003C\u002Fp>\n\u003Cstrong> Has full-time working hours\u003C\u002Fstrong> \r\n\u003Ctable class=\"grid listing\">\n\u003Ctbody>\n\u003Ctr>\n\u003Ctd colspan=\"2\" rowspan=\"2\">\u003Cstrong>Has children\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd colspan=\"2\">\n\u003Cstrong>Gender\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cstrong>male \u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>\n\u003Cstrong>female\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n   Without children\u003C\u002Ftd>\n\u003Ctd>\r\n   Count\u003C\u002Ftd>\n\u003Ctd>\r\n   66,261\u003C\u002Ftd>\n\u003Ctd>\r\n   45,238\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n    \u003C\u002Ftd>\n\u003Ctd>\r\n   % within Gender\u003C\u002Ftd>\n\u003Ctd>\r\n   88.6%\u003C\u002Ftd>\n\u003Ctd>\r\n   81.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n   With children\u003C\u002Ftd>\n\u003Ctd>\r\n   Count\u003C\u002Ftd>\n\u003Ctd>\r\n   63,702\u003C\u002Ftd>\n\u003Ctd>\r\n   31,048\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n    \u003C\u002Ftd>\n\u003Ctd>\r\n   % within Gender\u003C\u002Ftd>\n\u003Ctd>\r\n   94.0%\u003C\u002Ftd>\n\u003Ctd>\r\n   70.6%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003Cp>The\r\nproportion of men who work full-time is greater than that of women. The\r\nproportion of men who work full-time also tends to be higher among those with\r\nchildren than among those without children. For women, on the other hand, the\r\nproportion who works full-time is higher among respondents without children\r\nthan among those with children. It is clear that the proportion of women who\r\nwork part-time and say that this is because they are looking after children is\r\nmuch larger than among men who work part-time. Also, in all 22 countries with\r\nenough data, the proportion of women who say they have good career opportunities\r\nis lower among those with children than for those without children.\u003C\u002Fp>\n\u003Cp>Despite\r\nthe inequalities in terms of the division of household and childcare duties and\r\nthe impact on workplace and career opportunities, women and men are often\r\ndriven by the same ambitions when looking for work.\u003C\u002Fp>\n\u003Cstrong>Important factors when looking for work\u003C\u002Fstrong> \r\n\u003Ctable class=\"grid listing\">\n\u003Ctbody>\n\u003Ctr>\n\u003Ctd colspan=\"2\" rowspan=\"2\">\n\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd colspan=\"2\">\n\u003Cstrong>Gender\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cstrong>male \u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>\n\u003Cstrong>female\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Decent salary\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  92.6%\u003C\u002Ftd>\n\u003Ctd>\r\n  93.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  91.0%\u003C\u002Ftd>\n\u003Ctd>\r\n  93.0%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Reward opportunity\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  86.3%\u003C\u002Ftd>\n\u003Ctd>\r\n  86.8%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  86.0%\u003C\u002Ftd>\n\u003Ctd>\r\n  87.1%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Quality of job\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  82.0%\u003C\u002Ftd>\n\u003Ctd>\r\n  85.6%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  80.4%\u003C\u002Ftd>\n\u003Ctd>\r\n  85.0%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Career prospects\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  78.9%\u003C\u002Ftd>\n\u003Ctd>\r\n  79.4%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  71.6%\u003C\u002Ftd>\n\u003Ctd>\r\n  71.1%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Challenge\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  71.9%\u003C\u002Ftd>\n\u003Ctd>\r\n  71.9%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  69.7%\u003C\u002Ftd>\n\u003Ctd>\r\n  69.7%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Suitable working hours\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  64.3%\u003C\u002Ftd>\n\u003Ctd>\r\n  73.7%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  65.9%\u003C\u002Ftd>\n\u003Ctd>\r\n  81.7%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Flexible hours\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  53.7%\u003C\u002Ftd>\n\u003Ctd>\r\n  57.8%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  55.3%\u003C\u002Ftd>\n\u003Ctd>\r\n  67.0%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Work\u002Ffamily combination\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  50.1%\u003C\u002Ftd>\n\u003Ctd>\r\n  54.7%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  61.3%\u003C\u002Ftd>\n\u003Ctd>\r\n  67.9%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd rowspan=\"2\">\r\n  Firm kindergarten\u002Femployer contribution to\r\n  childcare\u003C\u002Ftd>\n\u003Ctd>\r\n  Without children\u003C\u002Ftd>\n\u003Ctd>\r\n  19.6%\u003C\u002Ftd>\n\u003Ctd>\r\n  25.2%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\r\n  With children\u003C\u002Ftd>\n\u003Ctd>\r\n  25.5%\u003C\u002Ftd>\n\u003Ctd>\r\n  31.4%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003Cp>The most\r\nimportant factors when looking for a job are the same among both men and women:\r\na decent salary and reward opportunities are at the top of the list, however\r\njob quality, career prospects and ‘challenge’ are also important. This shows\r\nthat women have similar ambitions to men, and would like to have the same\r\nopportunities and pay as men.\u003C\u002Fp>\n\u003Cp>However,\r\nthere are some other areas where there are clear differences between men and\r\nwomen, and also a difference depending on whether or not respondents have\r\nchildren. These variables are related to work-life balance, and finding a job\r\nthat is suitable to also meeting childcare and housekeeping commitments. For\r\nexample, 74% of women without children said that suitable working hours are\r\nimportant when they look for a job, compared to 64% of men without children.\r\nAmong respondents with children, this rises to 82% of women and 66% of men.\r\nSimilarly, flexible hours, work\u002Ffamily combination and either a company\r\nkindergarten of employer contribution to childcare are more important to women\r\nthan to men when they look for a job.\u003C\u002Fp>\n\u003Cp>Beyond\r\nthe factors that influence women’s decisions for work, there is one variable\r\nwhich tends to illustrate the disadvantaged position of women in the workplace\r\nparticularly well, and that is pay. There is a variety of evidence that proves\r\nthat women earn less than men. Overall, the median gender pay gap based on this\r\nsample from the survey is 27% in favour of men. This figure has not changed\r\nsignificantly since a previous analysis (October 2009), when it stood at 28%.\r\nThe gap is narrower for those without children (20%) and wider for those with\r\nchildren (32%). The gap is also more pronounced among respondents who work\r\nfull-time (24%) than among those who don’t (20%).\u003C\u002Fp>\n\u003Cp>The\r\ngender pay gap illustrates the gender inequality which still exists in the\r\nworkplace but could also explain some of the conservative gender roles that\r\nstill persist. For example, it might be because women tend to earn less than\r\nmen that men carry the biggest burden of bringing in an income, whereas women\r\ncarry the biggest burden of household duties and work part-time\u002Fstay at home to\r\nlook after children. However, this choice is only available for couples, and\r\nmeans that the inequalities experienced by single women are even more\r\npronounced.\u003Cstrong> \u003Cbr\u002F>\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cstrong>Median gender pay gap\u003C\u002Fstrong> \r\n\u003Ctable class=\"grid listing\">\n\u003Ctbody>\n\u003Ctr>\n\u003Ctd>\n\u003Cp> \u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd colspan=\"2\">\n\u003Cp>\u003Cstrong>Median\r\n  hourly gross wage in national currency\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd rowspan=\"2\">\n\u003Cp>\u003Cstrong>Median\r\n  pay gap\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cp> \u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>\u003Cstrong>male\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>\u003Cstrong>female\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cp>All\r\n  respondents\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>20.01\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>14.75\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>27%\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cp>Without\r\n  children\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>17.32\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>13.86\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>20%\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cp>With\r\n  children\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>23.06\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>15.69\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>32%\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cp>Has\r\n  full-time hours\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>20.21\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>15.31\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>24%\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>\n\u003Cp>Does not\r\n  have full-time hours\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>15.16\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>12.17\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003Ctd>\n\u003Cp>20%\u003C\u002Fp>\n\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Download\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The ITUC Decisions for work report in English, Spanish or French:\u003Cstrong>\u003Cbr\u002F>\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>\u003Ca class=\"internal-link\" data-linktype=\"internal\" data-old_url=\"resolveuid\u002F22e77b1b17e74ec8aaf839502c0fff7f\u002F2010\" data-val=\"22e77b1b17e74ec8aaf839502c0fff7f\" href=\"https:\u002F\u002Fwageindicator.org\u002Fwhat-we-do\u002Fpublications\u002F2010\" title=\"2010\">Warberg, A., Withers, L. (2010). Decisions for Work: An examination of the factors influencing women’s decisions for work. (EN\u002FES\u002FFR)\u003Cstrong>\u003Cbr\u002F>\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003Cem>March 8, 2010\u003Cbr\u002F>\u003C\u002Fem>\u003C\u002Fp>\n","light",{"text":43,"link":44},"Contact us",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,[],[],[],[],false,"\u002Fwork\u002Fliving-wages\u002Fcontact-us","\u003Cp>Welcome to WageIndicator. 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