Resolving Gender Pay Inequality in Croatia? Rationales, Policy and Enforcement

The gender pay gap in Coatia is an ongoing issue, affecting women in nearly all occupations. Jobs traditionally associated with men tend to pay better than traditionally female-dominated jobs, and there is evidence to suggest within-occupation gender pay differences as well. The gender pay gap is more pronounced in the public than in the private sector and that differs among activities (being higher in feminized activities), groups of occupations and levels of professional attainment. The aim of this chapter is to highlight the tensions within the Croatia’s ‘governance architecture’ concerning pay equality. Specifically, the analysis focuses on the tension between the approach in the area of equal pay and in the area of economic policy, with specific regard to the participatory role of the social partners in tackling the gender pay gap. The intractability of gender pay inequality and wider workplace disparities on the Croatian labor market raises questions about the efficacy of collective bargaining as a policy solution. Over the last few years, similarly to other EU member states, Croatia has placed greater emphasis on the role of social partners in addressing the gender pay gap. This chapter critically reviews the role of social partners in addressing these pay inequalities.