WOMEN IN NORTHERN IRELAND LABOUR MARKET REPORT 2023
02/01/2025
On 26 November 2024, the Northern Ireland Statistics & Research Agency (NISRA) published the Women in Northern Ireland 2023 Report . This report delves into the characteristics of women in the Northern Ireland labour market and highlights some critical insights for employers.
Key Findings
A consistent feature of the report is the higher economic inactivity rates for females. Whilst women make up half of the working-age population (those persons aged between 16-64 years old), significant disparities exist when comparing economic participation between genders.
Comparisons Between Females and Males
- Economic Inactivity:
Three in ten working-age women are not working compared to one in five working-age men.
- Reasons for Economic Inactivity:
The main reason for economic inactivity among women is long-term sickness. Thereafter for women, looking after the family is the second most common reason for economic inactivity. In contrast, ‘looking after the family’ is the least common reason given by men.
- Employment Patterns:
Women are less likely to be self-employed and more likely to work part-time. Approximately 60% of employed women with dependent children work full-time, compared to 96% of employed men with dependent children.
The age of the youngest child in the household increases the likelihood of women working part-time. Women with dependent children are more likely to work full-time when the youngest dependent child is at secondary school.
Women with dependent children (of any age) are more likely to work part-time than those without children, while the opposite is true for men.
- Employment Rates and Earnings:
Over the past ten years, the female employment rate has been lower than that of males. Women earned 7.8% less than men in Northern Ireland, meaning for every £1 earned by men, women earned 92p.
Commentary
These findings are not surprising, but they emphasize the ongoing challenges women face in the workforce. Particularly striking is the disparity in reasons for economic inactivity and the continued prevalence of part-time work among women, especially those with dependent children.
To see more women in leadership positions, employers need to address these challenges head-on. With the implementation of Gender Pay Gap reporting now is a good time for each Organisation to consider the data in their workforces and identify steps they can take to support female employees and address these disparities.