Equal pay is still not a reality

Once again, this year, Pharmadanmark has commissioned an analysis of the pay gap between our male and female members.

As last year, the largest differences are found among members employed in pharmacies and the private sector. After adjusting for year of graduation, age, workplace or region, and position, the gap this year is 3.3% for pharmacy employees and 2.9% for those in the private sector.

This means that men employed in pharmacies earn an average of DKK 2,083 more per month. Among privately employed members, men earn DKK 2,399 more per month.

Unfortunately, the situation has moved in the wrong direction for pharmacy employees. Last year’s salary tables showed a pay gap of 2.1%. For privately employed members, there has been a small improvement, with the gap falling from 3.6% in 2024.

We continue to focus on equal pay and the fundamental unfairness of not receiving the same pay for the same work

Even if pay differences may seem limited in percentage terms, they are a real problem. Over a long working life, they have clear financial consequences – especially for pension savings. If you’re looking to buy a house, a salary difference of DKK 2,000 per month also makes a big difference. That is why Pharmadanmark continues to focus on equal pay and the fundamental unfairness of not receiving the same pay for the same work.

The pay gaps for employees in the regions and the state are relatively small, at 1% and 0.4%, corresponding to DKK 567 and DKK 263 per month, respectively. State employees are a special case, as the 0.4% gap is in favour of women.

Gender balance in management affects equal pay

In the coming months, we will take a broader look at gender equality when we update our Life Science barometer. This will provide new, up-to-date figures on gender representation in management across the Life Science industry.

Equal pay and gender balance in leadership are not identical issues, but they do influence one another. We will therefore use these data as leverage in our work to promote both gender equality and equal pay.

Pay transparency is part of the solution 

Each year, we analyse the pay gap between men and women in the Life Science sector. This allows us to track developments over time and, just as importantly, to build a solid data foundation on the situation among our members – data we use actively in our work to promote equal pay.

A large part of the solution must be found at individual workplaces. Practicing pay transparency can highlight local challenges and help correct unexplained pay gaps.

Our legal advisers are, of course, ready to help with salary negotiations, ensuring that a lack of advice does not lead to unjustified pay differences.