The gender pay gaps in Israeli business have long been a source of concern for many of the countrys progressive business leaders.
According to the latest data from the Gender Pay Gap Monitor, the gender gap in pay has widened considerably over the last decade.
According to a 2015 study by the Women and Business Initiative (WBI), Israeli businesses had a median gender pay of just 12 percent.
That figure jumped to 27 percent in 2019, and increased by 11 percent in 2020.
In Israel, the ratio of male to female employees in the same position is around 8:1.
But with a gender pay rate of just 16 percent, this disparity is almost twice as wide.
Women and business have often been at odds with each other in the Israeli government’s attempt to curb gender inequality.
As an example, the Ministry of Education banned women from working in the ministry in 2010 due to a lack of funding, and the Gender Equity Act was introduced in 2016.
But while these laws have helped to address the pay gap, they have been criticized for failing to address many other barriers to equal access to employment, including unequal access to childcare, childcare subsidies, paid family leave, and access to affordable health insurance.
In response to this, the WBI is now publishing a new report, The Gender Pay Lag, which attempts to quantify the gender wage gap in Israel.
The report looks at a range of factors, including:The number of female employees working in an Israeli firmSource: WBI/Shira Ovadia,The Jerusalem Post via APWomen and men in Israeli companies in 2019Source: The Jerusalem ProttoPress/Giorgia Koleva, The Jerusalem Times via APAccording to the WBD, the Israeli economy is heavily dependent on the gender ratio in the workforce.
While the gender balance in the labour force is currently closer to the gender ratios in most European countries, Israel has one of the highest ratios of male-to-female workers in the world.
In 2018, for instance, the number of men working in Israeli firms was 9,000 higher than the number working in women.
This disparity has been widening over the past few years, as women continue to outnumber men in Israel, and as the number and ratio of men in the workplace have increased over time.
According the WBC, gender ratio is one of several factors that affect an individual’s pay, including income, employment status, and age.
The WBI has published data showing that women’s pay has fallen by an average of 7 percent annually over the period 2007 to 2018, and that the gender equality gap between men and women has grown by an additional 4 percent over the same period.
This is not to say that women are not compensated equally in Israeli businesses.
But the gender paid gap is a very real issue in Israel as well as elsewhere in the Middle East, and it is not just a matter of gender.
As women make up a majority of the workforce in most countries, they are often the only ones able to access affordable childcare, health care, and paid leave.
While women may not be as well represented in the boardrooms or corporate offices of Israel, this is still a significant issue.
And even when women are on equal footing in Israeli workplaces, this does not necessarily mean that they have equal opportunities to thrive.
A 2017 study from the University of Chicago found that women who had been out of the workplace for longer than a year had experienced more adverse work-life outcomes than women who were in the job for just one year.
This study, which focused on the experiences of female workers, concluded that “women with a bachelor’s degree are disproportionately likely to be in low-wage, low-skill occupations.”
In the same study, researchers at Rutgers University also found that while women in the United States have been at the forefront of the fight against discrimination, in Israel they were often left behind.
In addition, a 2016 study from Harvard found that Israeli women were less likely to receive financial support from their employers than other Israeli women.
As a result, Israeli women face more barriers than their American counterparts when it comes to finding employment.
Women often work from home, or in companies with limited access to a family-friendly work environment, and are often expected to take on more work that is less than attractive to male colleagues.
In other words, women are often underrepresented in corporate positions.
The gender wage lag in Israel also means that women may be more likely to experience discrimination in the private sector, where the gender imbalance is especially large.
In addition, women who are employed outside of the home face a range to barriers when it is time to leave the workforce and return to work.
Women who have children are more likely than their male counterparts to be expected to provide childcare for them and may be unable to take part in child care for a period of time.
In some cases, women may have to take paid leave to care for children.
For example, a woman working as a