Equal pay – when, if not now?

3. Mar 2026

2 min

Pay inequality is – unfortunately – far from news. Precisely for that reason, we must keep speaking up and talking about it. Because even though equal pay sounds obviously right and self-evident in every way, it is unfortunately not a given.

When we look closely at the numbers and at reality, we are in fact still very far from the finish line.

The differences are still far too large

Something is wrong when, in 2026, we can conclude that men in the financial sector earn on average 14.4% more than their female colleagues.

Yes, part of the difference can be explained by the fact that men hold different job functions – and, for example, have greater managerial responsibility. But that in itself points back to yet another imbalance in the sector. Why is that still the case?

If we dig even deeper into the data, it is even more thought-provoking that 7.1% of the difference cannot be explained – not by differences in education, experience, job function, working hours, or parental leave. Quite simply, there is an unexplained pay gap of 7.1% in favor of men.

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It’s about more than numbers

That figure has not changed since 2024, when we conducted the analysis together with HBS Economics for the first time.

At the same time, our new analysis shows that the pay gap widens with increased managerial responsibility. At the top executive level, the difference is around 20% – 11% of which cannot be explained.

This is not just a question of numbers. Pay affects opportunities throughout an entire working life – pensions, financial flexibility, career choices. As the Equal Pay Act turns 50 this year, we should have come further.

We often talk about progress. But when the unexplained pay gap remains unchanged year after year, it is hard to call it anything other than stagnation.

“As the Equal Pay Act turns 50 this year, we should have come further.”

- Steen Lund Olsen, Vice President of Finansforbundet

Greater transparency is a tool

So what do we do now? Research shows that pay transparency reduces inequality. Therefore, the new EU rules on pay transparency should be implemented into Danish law as soon as possible. That is a concrete action that can make a difference.

But the responsibility does not stop with Parliament. Companies must actively review their pay structures. Pay inequality is often historically rooted – and imbalances do not correct themselves. Management knows the numbers. And it is management’s responsibility to act.

We also know that bias plays a role in pay formation. Not out of ill will, but because cultures, structures, and habits persist unless active steps are taken to change them. That is why change requires far more than good intentions.

History shows that equality does not come by itself. It requires will, transparency, and action. Sustained action. Genuine transparency. And truly strong determination

Equal pay – when, if not now?

The differences are still far too large

It’s about more than numbers

Greater transparency is a tool

See also

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