Women in the Workplace: 30 Years After Beijing—How Far Have We Really Come?

✍️ By Pınar Koyuncu Oktar

You may have come across highlights from this report on social media—the kind that make you pause, nod, and think, Wow, progress! But if you dig deeper (which I did), you’ll see that while we’ve come a long way, we’re still climbing an uphill battle when it comes to true gender equality in the workplace.

Thirty years after the Beijing Declaration and Platform for Action, women’s rights in the workplace have seen both remarkable progress and frustrating stagnation. Legal frameworks have improved, education levels have soared, and more women are stepping into leadership roles. And yet, somehow, we still have to remind the world that "equal pay for equal work" is not an outrageous demand but a fundamental right.

More Education, More Jobs—But Still Less Pay?

One of the biggest wins has been the massive increase in educational attainment for women. The number of girls without access to education has dropped dramatically, opening doors to economic independence like never before. More women are in the workforce than ever. Good news.

But wait—there’s a catch. On average, women still earn less than men for similar work. In fact, the OECD reported an 11.4% gender wage gap in 2022. And if you’re thinking, Surely, that’s an old problem by now? —nope, it’s alive and well.

Meanwhile, occupational segregation remains a real issue. Women continue to dominate lower-paying industries (education, caregiving, administrative roles) while leadership positions in higher-paying sectors (finance, tech, engineering) are still overwhelmingly male. And no, it’s not because women “lack ambition” or “don’t negotiate.” We negotiate just fine—when we’re given the opportunity.

Beyond the Paycheck: Discrimination & Unpaid Labor

Let’s talk about the not-so-hidden biases in hiring and promotions. In China, labor unions have recently urged employers to stop asking female job applicants about their marital and childbearing status. You read that right, it took formal intervention to remind employers that a woman’s reproductive plans have nothing to do with her ability to do a job. I have been asked whether I am thinking to get married soon or not, or expecting child, or when I will stop having? Offen hidden behind the jokes.

And then there’s the invisible workload—unpaid care work. Across the Asia-Pacific region, women spend 4.1 times more hours than men doing household chores and caregiving. It’s like working a second shift—for free. This imbalance affects career advancement, limits opportunities, and forces many women to make impossible choices between professional growth and family responsibilities.

What Needs to Change?

Fixing this isn’t just about passing laws (though that helps). It’s about reshaping workplace culture, challenging outdated stereotypes, and redistributing responsibilities at home.

Here are some non-negotiables for real progress:

Pay equity: If two people do the same job, they should earn the same.  Inclusive workplaces: Gender-diverse leadership, mentorship programs, and real opportunities for women to advance. I have seen the KPIs for these, but no one pushes to achieve them, so? Policies that support work-life balance: Affordable childcare, flexible work arrangements, and paid parental leave that encourages men to take on caregiving, too. We do not need to invent it, there are many countries already adopted these policies where they are working totally fine and the society in thriving! Challenging stereotypes: Women don’t “belong” in any specific job or industry. We belong wherever we damn well choose to be.

So, Where Do We Go From Here?

Thirty years in, we’ve made undeniable progress. But progress isn’t the same as parity. Gender equality in the workplace remains an unfinished fight—not because we haven’t tried hard enough, but because structural and cultural barriers are stubbornly persistent.

The good news? Change is happening. Slowly, but surely. And the more we call out these inequalities, the closer we get to a world where gender no longer determines the size of your paycheck, your career trajectory, or your opportunities.

So, let’s keep pushing. Let’s demand better policies, challenge workplace biases, and most importantly support each other as we climb this ladder. Because when one woman rises, we all do.

Please join me at Her Leadership Playbook, so we learn, build and thrive together.

You can download the report from this link: https://www.unwomen.org/sites/default/files/2025-03/womens-rights-in-review-30-years-after-beijing-en.pdf