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Apr 29, 2026

Equality in the workplace: where do we really stand?

We thought we were almost there. Women with good degrees, women in leadership positions, women who balance careers and children. And yet: Anyone who looks at the numbers quickly realizes that there is still a pretty big gap between the perception of equality and the reality on the ground.

That feeling is deceptive: The numbers tell a different story

According to the Federal Statistical Office, women in Germany earn on average 6 percent less per hour than men—even when doing the same work, with the same degree, and the same qualifications. This is the so-called adjusted gender pay gap. Twenty years ago, it stood at 8 percent. The improvement: a mere 2 percentage points over two decades.

6 percent may not sound like much. But when calculated over an entire working life? That’s a lot of money. And above all, it’s one thing: the foundation for another, much more serious problem: poverty in old age. One in five women in Germany aged 60 and older is affected by it. This is no coincidence; it is the result of decades of structural discrimination.

The Motherhood Penalty: When Children Become a Career Hindrance

There is a term that sums up the dilemma faced by many women: The Motherhood Penalty. It describes what happens when children arrive—and this applies exclusively to women.

Studies show: Before children arrive, the income curves for men and women are still relatively similar. But with the birth of the first child, this changes dramatically. While men’s incomes hardly drop—in some cases, they even rise—women’s incomes plummet. The result: Men with two children earn an average income of just under 60,000 euros, while women earn barely over 30,000 euros.

And then we wonder about the pension gap.

Structures that hold us back

These figures do not reflect any malicious intent on the part of individual employers. Rather, they are the result of structures that systematically perpetuate the problem:

The spousal income splitting system favors the traditional breadwinner model—and thus removes the financial incentive for women to work more or advance further in their careers.
Lack of childcare spots: Nationwide, there are only about 800 company-run daycare centers, and there is an estimated shortage of 380,000 daycare spots. Who is supposed to work flexibly under these conditions?
Unequal parental leave: In countries like Sweden, every child is entitled to childcare starting at 26 weeks of age. And fathers take parental leave—not as an exception, but as the norm.

As long as these underlying conditions do not change, individual efforts alone will not be enough.

Microaggressions in everyday life: The quiet murmur

In addition to the major structural issues, there is something else—something that manifests itself subtly but palpably in everyday work life. The eye-rolling when the child is sick again. The assumption that the woman on the team will handle the birthday party planning. The uneasy feeling when a pregnancy is announced.

These so-called microaggressions are hard to pin down, but they’re real. What helps? Talking about them. With female colleagues, with open-minded supervisors—and sometimes with a touch of humor, even if you don’t feel like it at the moment.

After 50: When experience suddenly counts for nothing

Another topic that is far too rarely discussed openly: What happens to women—and men—in their professional lives after 50?

Studies show that many companies hardly invest in continuing education for employees past this age. Terms like creativity, flexibility, and innovation are automatically associated with younger employees. Older employees, on the other hand? Reliable, loyal—but somehow no longer quite up to date. This is not only wrong; it’s also economically short-sighted. Anyone who has experienced and survived five restructurings won’t let the sixth throw them off track. This resilience is priceless and is systematically underestimated.

An approach that works: Reverse mentoring. Older and younger colleagues learn from each other instead of being pitted against one another. The younger ones bring digital skills to the table, while the older ones bring experience, composure, and a knack for finding shortcuts. A win-win situation—if you let it happen.

What would really help

Three policy levers that could make a real difference:

Abolish spousal income splitting – it reinforces outdated gender roles and keeps women financially dependent.
Distribute parental leave more fairly – mandatory paternity leave, as already tested in other European countries, would not only relieve the burden on women but also enable fathers to be more involved.
Consistently implementing pay transparency – the EU Pay Transparency Act is a step in the right direction. But laws alone aren’t enough when taboos prevent conversations about pay.

What each of us can do

In addition to major policy demands, there is also something every woman can do for herself and for one another:

Good enough is good enough. Women tend to apply for a job or take on a task only when they feel 100 percent confident. Men do so at 60 percent. That costs us opportunities.
Network with each other. Women who stand up for one another, who speak openly about salary, challenges, and successes—this isn’t a given, but it’s getting better. And it makes a difference.
Talk about money. The taboo surrounding salaries hurts us most of all. If you don't know what others earn, you can't stand up for yourself.

Men need to join the race

Equality is not a women’s issue. It is a societal issue, and it cannot be achieved without men. The image we need: a marathon that women and men run together. Not one where someone stands on the sidelines and throws a water bottle every now and then.

The good news: Young men today want things to be different. They want to spend time with their children. They don’t want an 80-hour workweek. They want to talk about their feelings. This isn’t a trend—it’s a real shift. And it’s encouraging.

Want more? Glow Up Your Life!

If this topic interests you, feel free to listen to the latest episode of Glow Up Your Life “Equality in the Workplace? ” – Katja Burkardt talks with Brigitte Huber about equality in the workplace, the motherhood penalty, microaggressions in everyday work life, and why 60 isn’t a reason to stop, but perhaps the best time for a fresh start.

Brigitte Huber is a journalist, author, speaker, and podcaster—and one of the most experienced voices in the German-speaking media industry. As the long-time editor-in-chief of Brigitte and other major women’s magazines, she has spent over two decades observing what moves women, what weighs them down—and what makes them strong. In 2023, at the age of 59, she took the plunge and started a new career herself. So she knows from personal experience what she’s talking about—and she doesn’t let up.

This episode is available on all major podcast platforms:

Apr 29, 2026