Pay gap remains significant: men at EUR earn 15 per cent more

Male employees at Erasmus University earn an average of 15 per cent more than their female colleagues. Additionally, Dutch employees earn more than their international counterparts. When adjusted for age and job level, the difference narrows to about 1 to 2 per cent.

The Erasmus University commissioned an external agency to investigate the ‘pay gap’ among its staff. This analysis considered both academic and support staff. The personnel data and salaries studied date back to 2022. Comparisons were made between men and women as well as Dutch and international employees.

A bitter pill

The results are described by Executive Board Chair Annelien Bredenoord in an interview on the university’s intranet as ‘quite a bitter pill’. “For comparison: in 2022, women in public sector roles in the Netherlands earned about 5 per cent less than men, while in the private sector this gap was around 16 per cent. So, the pay gap is even larger here than that in the public sector.”

Not only do women at Erasmus University fare worse compared to their counterparts in government, but they also earn less compared to women at other universities. Female academics at other universities earn on average 14 per cent less than their male colleagues, while at EUR, the figure is 20 per cent.

This is largely due to the fact that female academics tend to hold lower-level positions or work fewer hours. When these factors are accounted for, the remaining gap is just 1 per cent. For support staff, the adjusted gap drops to 2 per cent.

More for men

A significant disparity is also seen in additional compensation, such as bonuses and other allowances, that are often performance-based. Male academics receive on average 50 per cent more in extra pay than their female peers. For support staff, the difference is slightly lower but still stands at around 25 per cent.

To address these gaps, the research agency recommends raising awareness among managers and developing neutral criteria for allowances and bonuses.

Burden of proof

With the investigation, the university is taking a proactive approach ahead of new legislation set to take effect in 2026. Until now, employees had to provide evidence themselves to prove they were being disadvantaged based on gender or ethnicity. From 2026, this burden of proof will shift to the university. This will require such research to be conducted annually.