Despite the growing presence of women in the workforce, disparities in remuneration between men and women still persist, making the Gender Pay Gap (GPG) one of the most significant aspects of modern debates on achieving Equal Pay. This interactive tool offers a visual representation of better practices for addressing gender-based pay inequalities through an engaging, map-based format. 

It is structured around two main components: a ‘better practices‘ map that identifies effective actions to implement and harmful practices to avoid in addressing the gender pay gap and unequal pay; and a corresponding map outlining the broader path toward equal pay, including current national transparency legislation, the main factors contributing to the gender pay gap and highlights from the qualitative research phase conducted. The map also features insights into the upcoming EU directive on pay transparency, which Member States are required to transpose by 7 June 2026. Designed as a tool to support structural changes toward better pay equity, users are invited to click through the different elements of the map to uncover key insights, trends, valuable resources, national laws from the consortium countries, and tailored actions designed to address pay inequities based on gender. 

The insights presented are grounded in comprehensive study, combining desk-based research – including literature reviews, case law, official reports and publications –, supported by qualitative data collected through interviews with stakeholders from specific consortium countries and in three key sectors (finance, healthcare, sustainability and innovation). In line with the RE-WIRING Transformative Equality Approach (TEA), the research goal is to go beyond simply addressing the root causes of gender inequalities, actively challenging marginalisation, reshaping gender norms and stereotypes, and confronting cultural values and power imbalances that perpetuate inequities. In other words, the aim is not ‘fixing‘ women per se, but promoting transformative change that can be driven by all individuals, at all levels. Consequently, the research findings, better practices examples, and the legal rules on pay transparency can be easily tailored and adapted to other sectors and countries. 

For a more detailed explanation of the research background and context, please refer to the appendix accompanying the map.