Sector Analysis of the Netherlands

Transcription

1 Loonwijzer Monsterboard Wage Index March 2015 Wage Index Sector Analysis of the Netherlands Prepared by the Central European Labour Studies Institute, Bratislava and WageIndicator Foundation, Amsterdam P a g e 1

2 Copyright: WageIndicator Foundation Publisher: Amsterdam: WageIndicator Foundation Authors: Brian Fabo, Maria Sedlakova, Central European Labour Studies Institute, Bratislava Acknowledgments: This paper uses data collected on behalf of the agreement between Monsterboard, and Stichting loonwijzer/ WageIndicator Foundation. The data have been used with the permission of the WageIndicator Foundation. Special thanks: Martin Kahanec (CELSI), Paulien Osse (WageIndicator Foundation), Rachael Parratt (Monsterboard.nl) Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 2

3 About WageIndicator Foundation WageIndicator Foundation (Stichting Loonwijzer) - The WageIndicator Foundation started in 2001 to contribute to a more transparent labour market for workers and employers. It collects, compares and shares labour market information through (online & face-face) surveys and desk research. It serves as an online library for wage information, Labour Law and career advice. The WageIndicator Foundation is assisted by world-renowned universities, trade unions and employers organisations and currently operates in 80 countries. Their international staff consists of some 100 specialists spread over the whole world. The foundation has strong relationships with Monster since The WageIndicator Foundation is a global organization reaching millions on a monthly basis. For more information please visit: WageIndicator.org. WageIndicator Foundation has offices in Amsterdam (HQ), Ahmedabad, Bratislava, Buenos Aires, Cape Town, Dar es Salaam, Maputo and Minsk. WageIndicator Foundation, Nieuwe Prinsengracht 130, 1018 VZ Amsterdam, The Netherlands About CELSI Central European Labour Studies Institute (CELSI) - CELSI is an independent non-profit research institute based in Bratislava, Slovakia. It fosters multidisciplinary research about the functioning of labour markets and institutions, work and organizations, business and society, and ethnicity and migration in the economic, social, and political life of modern societies. Supported by its network of Research Fellows and Affiliates and a new Discussion Paper series, CELSI makes a contribution to the cutting-edge international scientific discourse. Hosting the Bratislava Office of the international WageIndicator project, CELSI provides expert data services. Central European Labour Studies Institute (CELSI), Zvolenská 29, Bratislava, Slovakia, info@celsi.sk About Monsterboard Monsterboard is founded in Amsterdam and part of Monster Worldwide, Inc. (NYSE:MWW), the global leader in successfully connecting job opportunities and people. Monster uses the world's most advanced technology to help people Find Better, matching job seekers to opportunities via digital, social and mobile solutions including monsterboard.nl, our flagship website, and employers to the best talent using a vast array of products and services. As an Internet pioneer, more than 200 million people have registered on the Monster Worldwide network. Today, with operations in more than 40 countries, Monster provides the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities globally. For more information visit info.monsterboard.nl. Monsterboard, Say Building B, John M. Keynesplein 1, 1066 EP Amsterdam, The Netherlands Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 3

4 Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 4

5 Executive summary and key findings The main purpose of the third edition of the Loonwijzer Monsterboard Wage Index is to describe some of the key characteristics of the workforce in ten selected sectors of the Dutch labor market. We study the following sectors: (i) Agriculture, forestry, fishing (ii) Construction, technical consultancy (iii) Education, research (iv) Financial services, banking, insurance (v) Healthcare, caring services, social work (vi) Hospitality, catering, tourism (vii) Manufacturing (viii) ICT services (ix) Legal and market consultancy, business activities (x) Transport, logistics Levels as well as annual changes in key characteristics are studied in six focus areas: a) gross hourly wage and bonuses, b) gender pay gap, c) working hours and overtime, d) restructuring expectations and restructuring in the past 12 months, e) satisfaction with work in detail and f) satisfaction with life as-a-whole. In the second chapter, we focus on developments in two sectors, Information and communication and Financial and insurance activities in the period from 2006 to Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 5

6 Finally, in the third and final chapter, this report aims to compare wages on the worldwide basis in the last chapter. It focuses on 4 occupational groups across (up to) 27 countries: 1) managers 2) professionals 3) technicians and associate professionals, 4) and clerical support workers. Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 6

7 Key findings: Compared to the previous WageIndicator report where the Dutch respondents reported lower wages in 2013 than in 2012 in all sectors, the results for 2014 are more positive. Even though overall wages of respondents continued to decline in 2014, increased wages in three sectors of the Dutch labour market were observed. The highest increase in median gross hourly wages in 2014 was in the hospitality, catering, and tourism sector, followed by the agriculture, forestry, fishing and education and research sector. On the contrary, wages in the manufacturing sector were affected the most with a decrease of 3.7% in The wages in healthcare, caring services, and social work sector together with the transport, logistics and communication sector remained stable. The highest median gross hourly wage in the Netherlands was reported by the respondents in the education and science sector, at the level of 16.5 per hour. The lowest median wage was reported by the respondents in the hospitality, catering and tourism sector. Bonus payments have increased in 2014 across all studied sectors. In addition, satisfaction with allowances and bonuses has increased or remained stable in seven out of ten examined sectors. Respondents from the financial sector, ICT services and the manufacturing sector reported lower satisfaction rates with allowances and bonuses, although receiving different types of bonuses were more common in A detailed look at the structure of wages in the different sectors shows significant horizontal differences in pay among occupational groups in 2014 that are higher than the between-sector differences. The best paid of all groups are managers in the financial services, banking and insurance sector. On the other hand, elementary occupations in hospitality, catering and tourism sectors earned the lowest salaries. Differences in pay between men and women were present across all sectors of the Dutch economy. Men generally earned more than women. The biggest gender pay gap is among managers, where it ranges from 10% wage difference for managers in transport, logistic and communication to managers in ICT services with a 19% difference in pay between men and women. Clerical and support workers, on the contrary, earned almost equal wage regardless of the gender. In 2014, the share of workers with permanent employment contracts decreased in all sectors except agriculture, forestry and fishing, where no change was observed. Work shifts and irregular working hours were also more common. Approximately two-thirds of workers in the hospitality, catering and tourism sector worked regularly during evenings and weekends in 2014, followed by approximately half of the respondents from the healthcare sector. In most sectors, overtime work is either compensated with extra time off or not compensated at all. Redundancies were increasingly announced in majority of examined sectors in In the agriculture, forestry and fishing this increase was very sharp and the share of workers reporting redundancies doubled. On the contrary, construction and technical consultancy workers, workers in the education and science sector and in the financial sector reported fewer redundancies. Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 7

8 Satisfaction with jobs and wages generally increased in Moreover, in all sectors across the Dutch economy satisfaction with job security increased. The most satisfied workers in this regard are in the legal and market consultancy and business activity sector with the satisfaction rate at the level of 89%. Least satisfied respondents were in the hospitality, catering and tourism sector and in the transport, logistic and communication sector. Workers in hospitality together with workers in manufacturing sector are also the ones most likely to look for another job in the next 12 months. On the other hand, only 40% of workers in agriculture were willing to look for another job in Dutch workers regardless of the sector expressed high satisfaction with their life, ranging from 85% in the transport, hospitality and agriculture sectors to 94% in the legal and market consultancy and business activities sector. Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 8

9 Table of Contents Introduction and definitions 10 1 SECTORAL COMPARISON Agriculture, forestry, fishing Construction, technical consultancy Education, research Financial services, banking, insurance Healthcare, caring services, social work Hospitality, catering, tourism ICT services Manufacturing Legal and market consultancy, business activities Marketing and communication Transport, logistics, communication MAIN SECTOR DEVELOPMENTS ICT services Financial services, banking, insurance WORLDWIDE COMPARISON OF OCCUPATIONS IN APPENDIX Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 9

10 Introduction and definitions The main purpose of this 4 th annual Loonwijzer Monsterboard Wage Index is to describe some of the key characteristics of the workforce in ten selected sectors of the Dutch labor market. We study the following sectors: (a) Agriculture, forestry, fishing, (b) Construction, technical consultancy, (c) Education, research, (d) Financial services, banking, insurance, (e) Healthcare, caring services, social work, (f) Hospitality, catering, tourism, (g) Manufacturing, (h) ICT services, (i) Legal and market consultancy, business activities, (j)transport, logistics. These sectors are based on the main activity of the company or institution respondent works for, rather than the tasks performed by the respondent, which were the basis for the first two WageIndex reports. 1 A programmer working for a hospital will be, therefore, assigned to the healthcare sector, rather than to ICT. Levels as well as changes in key characteristics are studied in six focus areas: (a) gross hourly age and bonuses, (b) gender pay gap, (c) working hours and overtime, (d) restructuring expectations and restructuring in the past 12 months, (e) satisfaction with work in detail and (f) satisfaction with life as-a-whole. In the second chapter, we focus on developments in two sectors, (i) information and communication and (ii) financial and insurance activities, in the period of years The report compares wages on a worldwide basis in the last chapter. It focuses on 4 occupational groups across (up to) 27 countries: 1) managers, 2) professionals, 3) technicians and associate professionals, 4) and clerical support workers. Sector analysis of this report is based on the Dutch part of the international dataset of the WageIndicator Foundation. It draws on yearly collected data consisting of approximately 260,000 completed questionnaires in the WageIndicator Salary Survey ( and the WageIndicator Salary MiniSurvey during the period of years Worldwide comparison draws on the international dataset of WageIndicator ( ) and analyses wages of nearly 758,000 survey participants across the world. Below, we provide details about the six main areas of concern: Gross hourly wage and bonuses Gross hourly wage, for our purposes, is computed from weekly hours, the wage period and the gross wage minus bonuses. We report the median of gross hourly wage. In addition, frequencies of four types of bonuses are reported, i.e. end-of-year bonus, extra-month payment, profit share and other annual bonus. 1 Unlike in the previous years, we no longer reconstruct sectors from occupations, but rather use sectors directly reported by the respondents. 2 For more information about structure of the Dutch sample, see the Appendix of this report. Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 10

11 Gender pay gap Gender pay gap is computed according to the formula: Pay gap Median wage male Median Median wage male wage female *100% It can be interpreted as a percentage difference between female and male median wages. It is computed for major occupational groups and based on data for the period (without annual comparison). Working hours and overtime In this focus area we study the proportion of the workforce with permanent employment contracts, full-time working hours, work shifts or irregular hours, regular work on Saturdays, regular work on Sundays, regular work in the evenings and ways of overtime compensation. Restructuring expectations and restructuring in the past 12 months There are two types of variables that we study in this focus area. Restructuring in the past 12 months: This backward-looking variable is measured by the proportion of workers reporting announcements of redundancies, training opportunities, reorganization, new strategic initiatives, announcement of voluntary retirement, merger with another organization, renewal of computer equipment, or reporting a competent management strategy in their organizations in the past 12 months. Expectations in the next 12 months: This forward-looking variable is measured by the proportion of workers expecting to stay with their current employer in the next 12 months, eagerness to get promoted, expectations of changes in their work responsibilities, redundancy of their post, pay rise, eagerness to find a new job, and expecting computer training, or unstable and uncertain income. Satisfaction with work in detail This variable is measured by the rate of satisfaction with the job, wage, commuting time, the combination of work and family life, job security, the working environment, working hours, colleagues, superiors, employer s approach to pay, allowance/bonuses and kind of contract among the workforce. It is reported as the percentage of satisfied (or more precisely, satisfied or highly satisfied) employees among the respondents. Satisfaction with life as-a-whole This variable is measured by the rate of overall satisfaction with life. It is reported as the percentage of satisfied employees (or more precisely, satisfied or highly satisfied employees). Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 11

12 1. Sectoral comparison While in 2013 respondents of the WageIndicator survey in the Netherlands reported receiving lower wages than in 2012 in all examined sectors, in 2014 the picture looked somewhat brighter. 3 Although the effect of the economic crisis is still reflected in continuing decrease of aggregate wages, the respondents of three sectors reported increase in median gross hourly wages in 2014 as compared to The highest increase in median gross hourly wages was in the hospitality, catering, and tourism sector, followed by the agriculture, forestry, fishing and the education and research sector. On the contrary, wages in the manufacturing sector were affected the most with a decrease by 3.7% in The wages in the healthcare, care services, and social work sector together with the transport, logistics and communication sector were not affected (see Table 1). Table 1: Median gross hourly wage Sector % change Agriculture, forestry, fishing % Construction, technical consultancy % Education, research % Financial services, banking, insurance % Healthcare, caring services, social work % Hospitality, catering, tourism % ICT services % Legal and market consultancy, business activities % Manufacturing % Transport, logistics, communication % 5 highest income groups % 5 lowest income groups % Total % Source: WageIndicator ( ), only employees taken into account The overall decline of wages in our sample was accompanied with a decrease in the number of employees that earn low pay 4 in 2014 across most sectors. In other words, we see a positive trend towards lowering the share of workers that receive less than 60% of median wages and are at the risk of poverty in the Netherlands. This is consistent with the result that wages declined more in top 5 income groups than in bottom 5 income groups reported in Table 1. The sector with reported highest number of low paid workers is hospitality, catering and tourism, where the numbers have dropped from 22% in 2013 to 18% in The lowest number of low pay incidence was reported by the respondents from the education sector (see Table 2). Table 2: Percentage of employees at risk of poverty (low pay) Sector of the survey Agriculture, forestry, fishing 13% 11% Construction, technical consultancy 6% 5% Education, research 3% 3% 3 For the report from March 2014, see publications available at WageIndicator.org. 4 Employees at risk of poverty (low pay) are employees with basic gross hourly wage below the poverty line. For our purposes, in line with Eurostat standards the poverty line is defined as 60% of the median gross hourly wage in the Dutch labour market. Poverty line is at the level of 8.47 /hour in 2013 and 8.37 /hour in Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 12

13 Financial services, banking, insurance 5% 5% Healthcare, caring services, social work 7% 6% Hospitality, catering, tourism 22% 18% ICT services 5% 4% Legal and market consultancy, business activities 5% 4% Manufacturing 4% 4% Transport, logistics, communication 10% 9% Source: WageIndicator ( ), only employees taken into account The respondents of our survey reported an increase in bonus payment across all sectors in 2014, which may signalize gradual recovery from the economic crisis. 5 IT appears that instead of committing to higher salaries, companies reflected the fragile economic recovery in increased bonus payments, which are a more flexible form of employee compensation. The end-of-year-bonus was paid to the majority of respondents from education and research sector as well as to the majority of respondents from healthcare, caring services and social work sector. Similarly, the number of employees receiving extra month payment has increased, with the highest incidence in financial services, banking and insurance sector (see Figures 1 and 2). Figure 1: Percentage of employees receiving end-of year-bonus across sectors Agriculture, forestry, fishing 8% 17% Construction, technical consultancy 5% 10% Education, research 36% 65% End-of-year bonus Financial services, banking, insurance Healthcare, caring services, social work Hospitality, catering, tourism ICT services 4% 5% 11% 13% 20% 29% 37% 58% Legal and market consultancy, business activities 4% 11% Manufacturing 5% 17% Transport, logistics, communication 11% 15% 0% 10% 20% 30% 40% 50% 60% 70% 5 The question asking about the occurrence of bonus payments was slightly adjusted in It now elicits four types of bonuses, i.e. the end-of-year bonus, extra-month payment, profit share and other annual bonus (for last year s report go towww.wageindicator.org). This change did not have a significant influence on the observed patterns. Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 13

14 Figure 2: Percentage of employees receiving extra month payment across sectors Extra month payment Agriculture, forestry, fishing 2% 4% Construction, technical consultancy Education, research 1% 1% 7% 6% Financial services, banking, insurance 6% 14% Healthcare, caring services, social work 3% 8% Hospitality, catering, tourism 0% 6% ICT services 4% 9% Legal and market consultancy, business activities Manufacturing 4% 5% 7% 7% Transport, logistics, communication 3% 6% 0% 2% 4% 6% 8% 10% 12% 14% 16% In addition to increase in bonus payments, respondents across all sectors felt more satisfied with the security of their jobs in 2014 than in the previous year. Workers in legal and market consultancy and business activity felt the most satisfied: 89% of respondents reported their satisfaction with job security, an increase by 12 percentage points compared to Least satisfied respondents come from hospitality, catering, tourism and transport, logistic and communication sectors. Thus maybe not surprisingly, workers in hospitality together with workers in manufacturing sector are also the ones most likely to look for another job in the next 12 months - 68% of respondents expressed their willingness to do so in In manufacturing sector this increase is quite sharp, by 25 percentage points from 43% in On the other hand, only 40% of workers in agriculture were willing to look for another job in 2014, overtaking the ICT sector which in 2013 had the lowest share of workers willing to do so. In agriculture, construction and legal and market consultancy, the willingness to look for a new job in next 12 months has dropped in 2014 compared to 2013 (see Figures 3 and 4). Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 14

15 Figure 3: Percentage of employees satisfied with job security across sectors Percentage of employees satisfied with job security Agriculture, forestry, fishing Construction, technical consultancy Education, research Financial services, banking, insurance Healthcare, caring services, social work Hospitality, catering, tourism Manufacturing ICT services Legal and market consultancy, business activities Transport, logistics, communication 56% 68% 69% 73% 77% 81% 75% 87% 71% 72% 63% 67% 70% 72% 80% 86% 77% 89% 63% 67% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%100% Figure 4: Percentage of employees expressing willingness to find a new job in the next 12 months across sectors Eagerness to find a new job in the next 12 months Agriculture, forestry, fishing Construction, technical consultancy Education, research Financial services, banking, insurance Healthcare, caring services, social work Hospitality, catering, tourism Manufacturing ICT services Legal and market consultancy, business activities Transport, logistics, communication 50% 40% 52% 49% 50% 51% 46% 48% 51% 55% 61% 43% 39% 56% 56% 45% 54% 57% 68% 68% 0% 10% 20% 30% 40% 50% 60% 70% 80% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 15

16 1.1 Agriculture, forestry, fishing Summary Our respondents in the agricultural sector reported receiving on average 13.1 per hour in 2014, which, although corresponding to a 2.3% increase from year 2013, is still below the median earning in our dataset. We also observed an increase in bonus payments. The end-of-year bonus was paid to 17% of our respondents and 8% of workers in agriculture received the profit share bonus (see Table 3 and Figure 5). The gender pay gap in agriculture is the most pronounced among workers in service and sales occupations, where female workers earn 31% less than their male counterparts. The male plant and machine operators and assemblers earn 17% more than female in the same occupational group and the gender pay gap among managers in agriculture reached the level of 15%. Other professional groups reported smaller differences in pay (see Table 4). The number of workers with permanent contract remains stable, at 66% of our respondents in both 2013 and However, regular work on Sundays became significantly more common in agriculture and increased by 33% in 2014, together with a 27% increase of regular work on Saturday. Although work on Saturdays and Sundays increased, our respondents reported a significant 22% decrease of regular work in the evenings. Overtime work was mostly compensated with the extra time off (41%). The number of employees with no compensation at all also increased - from 16% in 2013 to 23% in 2014 (see Table 5 and Figure 6). 48% of respondents in agriculture reported redundancies being announced in their company, which corresponds to a 100% increase in Similarly, respondents reported more common trust in competent management strategy (97% increase) and a merger with another organisation (63% increase). The respondents also reported lower number of training opportunities and less common renewal of equipment. However, a vast majority of workers in agriculture expected a scenario in which they would remain working for the same employer in next 12 months (88%). In addition, 71% of respondents expected promotion and 62% change of work responsibilities. Majority of workers (57%) expressed their hope for a pay rise in next 12 months in comparison to 46% in year 2013 (see Table 6 and Figure 7). Agricultural workers were less likely to be satisfied with their wage, commuting time, working hours and kind of contract in On the other hand, satisfaction with allowances and bonuses has sharply increased - by 115% - to 28% satisfied workers. Our respondents also reported increased satisfaction with their working environment and job security. However when it comes to the percentage of workers satisfied with their life, the satisfaction of agricultural workers declined from 90% in 2013 to 85% in 2014 (see Table 7 and Table 8). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 16

17 Table 3: Median gross hourly wage Median Annual % Change 2.3% Figure 5: Overview of bonuses given to employees; percentage of employees End-of-year bonus 8% 17% Agriculture, forestry, fishing Extra month payment Profit share Other annual bonus 2% 2% 3% 4% 5% 8% 0% 2% 4% 6% 8% 10% 12% 14% 16% 18% Table 4: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Skilled agricultural, forestry and fishery workers % Craft and related trades workers % Plant and machine operators, and assemblers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations Table 5: Working hours; percentage of employees Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 17

18 % change Permanent employment contract 66% 66% 0% Full-time working hours 77% 79% 3% Work shifts or irregular hours 38% 37% -3% Regular work on Saturdays 37% 47% 27% Regular work on Sundays 15% 20% 33% Regular work in the evenings 41% 32% -22% Figure 6: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 0% 11% Agriculture, forestry, fishing Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 14% 18% 14% 18% 46% 41% Not compensated 16% 23% 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% Table 6: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 24% 48% 100% Training opportunities 33% 27% -18% Reorganisation 15% 12% -20% New strategic initiatives 44% 63% 43% Announcement of voluntary retirement 0% 0% Merger with another organisation 8% 13% 63% Renewal of computer equipment 51% 42% -18% Competent management strategy 29% 57% 97% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 18

19 Figure 7: Percentage of employees expecting various scenarios in the next 12 months Same employer 84% 88% Promotion 75% 71% Agriculture, forestry, fishing Change of work responsibilities Redundancy of post Pay rise Find new job Computer training 3% 10% 14% 25% 58% 62% 46% 57% 50% 40% Unstable and uncertain income 18% 17% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Table 7: Percentage of employees satisfied with various aspects of work % change Job 61% 71% 16% Wage 25% 22% -12% Commuting time 74% 69% -7% Combination of work and family life 57% 60% 5% Job security 56% 68% 21% Working environment 58% 72% 24% Working hours 64% 60% -6% Colleagues 69% 77% 12% Superiors 58% 62% 7% Employer's approach to pay 28% 32% 14% Allowances/bonuses 13% 28% 115% Kind of contract 47% 46% -2% Table 8: Percentage of employees satisfied with life % of respondents 90% 85% Annual % change -6% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 19

20 1.2 Construction, technical consultancy Summary Wages in the construction and technical consultancy sector in 2014 were equal to the median gross hourly wage of our whole sample in the Netherlands 14.4 per hour. It means that the median wage in this sector fell by 3.4% in comparison with year More workers reported bonus payments, although the number of workers receiving bonuses was rather small, ranging from 6 to 11%. The most common type of bonus was the profit share (see Table 9 and Figure 8). The biggest gender pay gap in the construction industry is among female managers, who received 13% less in comparison with their male colleagues. After female managers, women in craft and related trades workers occupations faced the second biggest gender pay gap at the level of 12% (see Table 10). Similarly to the agriculture sector, regular work on Sundays and Saturdays became more common in In addition, our respondents reported increased work shifts or irregular hours (to 29%) as well as increased regular work in the evenings (to 27%). This was accompanied with an increased number of workers in the construction sector that are not compensated for their overtime work at all 42% of respondents reported no overtime compensation (see Table 11 and Figure 9). Workers in the construction industry reported more frequent positive changes in their working environment in 2014: new strategic initiatives were introduced (55%), computer equipment was renewed (42%), and new training opportunities occurred (43%). In 2014 workers also reported fewer announcements of voluntary retirement, fewer mergers with another organisation and fewer announcements of redundancies. More people expected to work for the same employer - 75% in 2014 compared to 66% in 2013 and they also expected pay rise more often than in 2013 (see Table 12 and Figure 10). The overall satisfaction with life in the construction and technical consultancy sector remained rather stable with 91% satisfaction rate in The picture looks different when it comes to various aspects of work. Workers were less satisfied with their pay in 2014 than they were in 2013 and they also reported lower satisfaction with their employer's approach to pay. In other aspects of work, satisfaction rates increased. Most visibly, respondents reported significantly higher satisfaction with allowances and bonuses (increase by 43%), probably because they were more frequently paid in all sectors across the Dutch economy (see Table 13 and Table 14). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 20

21 Table 9: Median gross hourly wage Median Annual % Change -3.4% Figure 8: Overview of bonuses given to employees; percentage of employees Construction, technical consultancy End-of-year bonus Extra month payment Profit share Other annual bonus 1% 3% 5% 6% 7% 7% 10% 11% 0% 2% 4% 6% 8% 10% 12% Table 10: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Plant and machine operators, and assemblers 13.7 Elementary occupations % Note: Reported only for occupational groups with at least 100 observations Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 21

22 Table 11: Working hours; percentage of employees % change Permanent employment contract 71% 68% -4% Full-time working hours 87% 89% 2% Work shifts or irregular hours 23% 29% 26% Regular work on Saturdays 13% 15% 15% Regular work on Sundays 7% 9% 29% Regular work in the evenings 24% 27% 13% Figure 9: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 8% 11% Construction, technical consultancy Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 12% 11% 13% 18% 24% 36% Not compensated 26% 42% 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% Table 12: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 57% 50% -12% Training opportunities 39% 43% 10% Reorganisation 20% 20% 0% New strategic initiatives 49% 55% 12% Announcement of voluntary retirement 15% 7% -53% Merger with another organisation 19% 13% -32% Renewal of computer equipment 35% 42% 20% Competent management strategy 42% 45% 7% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 22

23 Figure 10: Percentage of employees expecting various scenarios in the next 12 months Same employer 66% 75% Construction, technical consultancy Promotion Change of work responsibilities Redundancy of post Pay rise Find new job Computer training 19% 15% 25% 29% 56% 54% 40% 46% 52% 49% 64% 65% Unstable and uncertain income 26% 21% 0% 20% 40% 60% 80% Table 13: Percentage of employees satisfied with various aspects of work % change Job 59% 66% 12% Wage 28% 26% -7% Commuting time 55% 61% 11% Combination of work and family life 56% 63% 13% Job security 69% 73% 6% Working environment 62% 69% 11% Working hours 63% 64% 2% Colleagues 71% 74% 4% Superiors 57% 60% 5% Employer's approach to pay 35% 33% -6% Allowances/bonuses 23% 33% 43% Kind of contract 40% 42% 5% Table 14: Percentage of employees satisfied with life % of respondents 90% 91% Annual % change 1% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 23

24 1.3 Education, research Summary The highest median wage in our sample is in the education and research field, where the gross hourly median wage reported by the respondents slightly increased from 16.4 in 2013 to 16.5 in In addition, the education sector experienced the biggest increase in the end-of-year bonus payment, from 36% in 2013 to 65% of respondents that received such a bonus in 2014 (see Table 15 and Figure 11). The gender pay gap in 2014 was at the level of 11% among managers and 10% among professionals. Women are closer to men s wages in clerical occupations, where females were paid 3% less than men (see Table 16). The percentage of respondents with a permanent working contract in the education and science sector has decreased to only 58% in Nevertheless, the number of people working full time has remained stable. 58% of respondents reported irregular working hours, which corresponds to a 26% increase in In addition, more common regular work on Saturdays and in the evenings was observed. On the contrary, Sundays are usually free and work during this day decreased by 16 %. In 48% of cases the overtime work was compensated by a mixture of extra pay and extra free time. However, 46% of respondents claimed not to be compensated for their extra work at all (see Table 17 and Figure 12). The education and research sector experienced sharp increase in the announcements of voluntary retirement, which went up to 16% from 5% in So did the training opportunities (58%) and the renewal of computer equipment (45%). Almost one third of respondents expressed their hope to stay working for the same employer in the near future. 60% expected change in their work responsibilities and 59% of respondents expressed their hope to be promoted in next 12 months. Fear of unstable and uncertain income has decreased to 21% (see Table 18 and Figure 13). Given the lower number of permanent contracts in education it is not surprising that satisfaction with the type of contract has dropped in comparison with year Employees in this sector are remarkably more satisfied with their wages and employers approach to pay, although they are less happy about their contracts. Jobs in education and science are perceived as secure, leaving 81% of respondents satisfied with job security. Overall, 91% of respondents are satisfied with their life (see Table 19 and Table 20). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 24

25 Table 15: Median gross hourly wage Median Annual % Change 0.6% Figure 11: Overview of bonuses given to employees; percentage of employees End-of-year bonus 36% 65% Education, research Extra month payment Profit share 1% 1% 2% 6% Other annual bonus 2% 6% 0% 10% 20% 30% 40% 50% 60% 70% Table 16: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Note: Reported only for occupational groups with at least 100 observations Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 25

26 Table 17: Working hours; percentage of employees % change Permanent employment contract 63% 58% -8% Full-time working hours 56% 56% 0% Work shifts or irregular hours 46% 58% 26% Regular work on Saturdays 18% 23% 28% Regular work on Sundays 19% 16% -16% Regular work in the evenings 46% 48% 4% Figure 12: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 9% 13% Education, research Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 6% 7% 33% 40% 45% 48% Not compensated 46% 53% 0% 10% 20% 30% 40% 50% 60% Table 18: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 50% 48% -4% Training opportunities 52% 58% 12% Reorganisation 28% 22% -21% New strategic initiatives 50% 57% 14% Announcement of voluntary retirement 5% 16% 220% Merger with another organisation 13% 13% 0% Renewal of computer equipment 28% 45% 61% Competent management strategy 35% 41% 17% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 26

27 Figure 13: Percentage of employees expecting various scenarios in the next 12 months Same employer 68% 74% Promotion 53% 59% Education, research Change of work responsibilities Redundancy of post Pay rise Find new job 16% 19% 45% 37% 42% 50% 51% 60% Computer training 19% 35% Unstable and uncertain income 21% 29% 0% 20% 40% 60% 80% Table 19: Percentage of employees satisfied with various aspects of work % change Job 63% 65% 3% Wage 30% 40% 33% Commuting time 64% 63% -2% Combination of work and family life 62% 61% -2% Job security 77% 81% 5% Working environment 63% 73% 16% Working hours 61% 58% -5% Colleagues 74% 77% 4% Superiors 59% 62% 5% Employer's approach to pay 29% 41% 41% Allowances/bonuses 42% 45% 7% Kind of contract 51% 42% -18% Table 20: Percentage of employees satisfied with life % of respondents 90% 91% Annual % change 1% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 27

28 1.4 Financial services, banking, insurance Summary The median salary reported by workers in the financial sector has dropped in 2014, from 15.2 in 2013 to Although the drop corresponds to a 2.6% negative change, the median gross hourly wage is still above the median of our sample. The occurrence of bonus payments, on the other hand, increased. End-of-year bonus was received by 29% of respondents, followed by 14% of respondents that were given extra month payment and 10% profit share (see Table 21 and Figure 14). Similarly to the construction and the education sector, gender pay gap in the field is the most pronounced among managers (18%). In service and sales women earn 9% less than their male colleagues (see Table 22). 67% of workers in the sector reported having a permanent employment contract with 71% that worked full time, both figures slightly declined since The brighter picture is presented when it comes to regular work on Saturdays, Sundays and evenings. While we see no change in regular work on Saturdays and in the evenings compared to 2013, regular work on Sundays has dropped from 7% in 2013 to 5% in The same number of respondents (43%) reported extra work being compensated with additional time off (see Table 23 and Figure 15). Financial sector reported fewer mergers with another organisation, less reorganization in general and less redundancies in comparison with the previous year. Together with an increase in number of people that reported competent management strategies and a decrease in expectations of redundancy of posts in the near future, it suggests that the financial sector is recovering from the crisis. In addition, more respondents expected to work for the same employer (77%) and more people believed in pay rise and promotion in the near future. Nevertheless, the numbers for expectations of uncertain income have risen too (see Table 24 and Figure 16). 87% of respondents were satisfied with job security in 2014, an increase by 16%. In general, the satisfaction with various aspects of work has grown, although only 38 % are satisfied with their wage. Satisfaction with life has dropped from 93% to 90% in 2014 (see Table 25 and Table 26). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 28

29 Table 21: Median gross hourly wage Median Annual % Change -2.6% Figure 14: Overview of bonuses given to employees; percentage of employees Financial services, banking, insurance End-of-year bonus Extra month payment Profit share Other annual bonus 6% 7% 8% 8% 11% 10% 14% 29% 0% 5% 10% 15% 20% 25% 30% 35% Table 22: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Note: Reported only for occupational groups with at least 100 observations Table 23: Working hours; percentage of employees % change Permanent employment contract 70% 67% -4% Full-time working hours 75% 71% -5% Work shifts or irregular hours 33% 35% 6% Regular work on Saturdays 15% 15% 0% Regular work on Sundays 7% 5% -29% Regular work in the evenings 36% 36% 0% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 29

30 Figure 15: Overview of overtime compensation; percentage of employees Financial services, banking, insurance Overtime paid as normal hours plus overtime premium Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu Not compensated 7% 4% 6% 9% 14% 20% 24% 30% 43% 43% 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% Table 24: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 60% 58% -3% Training opportunities 68% 68% 0% Reorganisation 32% 26% -19% New strategic initiatives 60% 62% 3% Announcement of voluntary retirement 6% 6% 0% Merger with another organisation 22% 15% -32% Renewal of computer equipment 38% 40% 5% Competent management strategy 41% 46% 12% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 30

31 Figure 16: Percentage of employees expecting various scenarios in the next 12 months Same employer 70% 77% Financial services, banking, insurance Promotion Change of work responsibilities Redundancy of post Pay rise Find new job Computer training 10% 20% 30% 35% 46% 48% 63% 64% 56% 59% 56% 58% Unstable and uncertain income 17% 19% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Table 25: Percentage of employees satisfied with various aspects of work % change Job 58% 64% 10% Wage 38% 38% 0% Commuting time 62% 69% 11% Combination of work and family life 60% 66% 10% Job security 75% 87% 16% Working environment 65% 74% 14% Working hours 66% 68% 3% Colleagues 72% 77% 7% Superiors 60% 65% 8% Employer's approach to pay 42% 43% 2% Allowances/bonuses 44% 43% -2% Kind of contract 57% 48% -16% Table 26: Percentage of employees satisfied with life % of respondents 93% 90% Annual % change -3% Loonwijzer Monsterboard - Wage Index - Sector Analysis of the Netherlands March 2015 P a g e 31

32 1.5 Healthcare, caring services, social work Summary The median wages in the healthcare, caring service and social work remain stable at the level of 14.4 per hour, which also corresponds to the median wage in the whole Dutch sector. More than majority of respondents received the end-of-year bonus. Other bonuses were not common (see Table 27 and Figure 17). Again, the most visible gender pay gap is among managers (15%) and service and sales workers (15%). The gender pay gap among professionals is 7% (see Table 28). Permanent employment contracts as well as full-time working hours have decreased in healthcare, which was accompanied by an increase in shifts and irregular working hours reported by 76% of respondents. Moreover, regular work on Saturdays, Sundays and in the evening has increased approximately half of our respondents reported all three types. Overtime compensations remained stable and the most common way of compensating overtime work was taking extra time off (see Table 29 and Figure 18). Incidence of redundancy announcements at workplace has risen by 10% in comparison with 2013, reported by 58% of the respondents in Trust in competent management strategy has been lowered to 33%. Respondents also reported a decrease in announcements of voluntary retirement and an increase in cases of mergers with another organisation (27%). There was an increase in number of people that fear unstable and uncertain income, as well as those who expect redundancy of posts in the near future. 55% expect to find a new job in next 12 months and fewer people think they would stay with a current employer (see Table 30 and Figure 19). Satisfaction with various aspects of work remained more or less stable with few exceptions: fewer respondents were satisfied with their superiors and their type of contract and more workers were satisfied with their wage. Nevertheless, healthcare workers are overall very satisfied with their life -92% (see Table 31 and Table 32). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 32

33 Table 27: Median gross hourly wage Median Annual % Change 0.0% Figure 17: Overview of bonuses given to employees; percentage of employees Healthcare, caring services, social work End-of-year bonus Extra month payment Profit share Other annual bonus 3% 1% 2% 2% 2% 8% 37% 58% 0% 10% 20% 30% 40% 50% 60% 70% Table 28: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Plant and machine operators, and assemblers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations P a g e 33

34 Table 29: Working hours; percentage of employees % change Permanent employment contract 61% 58% -5% Full-time working hours 45% 41% -9% Work shifts or irregular hours 72% 76% 6% Regular work on Saturdays 43% 53% 23% Regular work on Sundays 39% 47% 21% Regular work in the evenings 47% 52% 11% Figure 18: Overview of overtime compensation; percentage of employees Healthcare, caring services, social work Overtime paid as normal hours plus overtime premium Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu Not compensated 4% 4% 20% 19% 16% 21% 11% 8% 49% 48% 0% 10% 20% 30% 40% 50% 60% Table 30: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 48% 53% 10% Training opportunities 53% 48% -9% Reorganisation 28% 29% 4% New strategic initiatives 58% 58% 0% Announcement of voluntary retirement 8% 5% -38% Merger with another organisation 23% 27% 17% Renewal of computer equipment 32% 26% -19% Competent management strategy 36% 33% -8% P a g e 34

35 Figure 19: Percentage of employees expecting various scenarios in the next 12 months Same employer 76% 69% Healthcare, caring services, social work Promotion Change of work responsibilities Redundancy of post Pay rise Find new job Computer training Unstable and uncertain income 48% 53% 54% 56% 24% 28% 40% 39% 51% 55% 18% 25% 32% 41% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Table 31: Percentage of employees satisfied with various aspects of work % change Job 64% 64% 0% Wage 33% 35% 6% Commuting time 70% 72% 3% Combination of work and family life 65% 64% -2% Job security 71% 72% 1% Working environment 67% 66% -1% Working hours 62% 63% 2% Colleagues 76% 75% -1% Superiors 62% 58% -6% Employer's approach to pay 37% 37% 0% Allowances/bonuses 35% 35% 0% Kind of contract 47% 43% -9% Table 32: Percentage of employees satisfied with life % of respondents 89% 92% Annual % change 3% P a g e 35

36 1.6 Hospitality, catering, tourism Summary Although the hospitality, catering and tourism sector experienced the highest increase in median gross hourly wage in 2014, workers were paid the worst in our sample. With only 10.7 per hour, the gross median wage is below the median wage in the whole Dutch sector. Bonus payments are still very rare. The end-of-year bonus was paid only to 5% of the respondents, however, small increase in other bonuses was observed (see Table 33 and Figure 20). Women earn significantly less in craft occupations, where the gender pay gap is at the level of 18%. Even bigger pay gap is, however, among the workers in elementary occupations, where women earn more than men by 26% (see Table 34). Less than half of the respondents had a permanent employment contract in 2014 only 43%. On the other hand, 84% reported work shifts or irregular hours in hospitality, catering and tourism. Regular work on Saturdays, Sundays and in the evening was also very common. Typically, the extra work was compensated by additional time off, and number of people who were not compensated at all has dropped in 2014 (see Table 35 and Figure 21). 47% of workers reported announcements of redundancy - an increase by 12% compared to the previous year. At the same time more respondents agreed that their company has a competent management strategy in Only 57% of workers expected to remain working for the same employer in the next 12 months, which is already an increase from 53 % in More than two thirds expected to get promotion, while 30% feared uncertain and unstable income (see Table 36 and Figure 22). Only 55% are satisfied with their job and only 24% with their wage in the hospitality, catering and tourism sector. We observed an increase in satisfaction with bonus payments from 13% in 2013 to 20% in 2014, which is in line with the fact that more bonus payments have occurred overall in the Dutch economy. However, workers are less satisfied with their life (85%) in 2014 as they were in the previous year (see Table 37 and Table 38). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 36

37 Table 33: Median gross hourly wage Median Annual % Change 2.9% Figure 20: Overview of bonuses given to employees; percentage of employees End-of-year bonus 4% 5% Hospitality, catering, tourism Extra month payment Profit share 0% 1% 3% 6% Other annual bonus 1% 5% 0% 1% 2% 3% 4% 5% 6% 7% Table 34: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Plant and machine operators, and assemblers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations P a g e 37

38 Table 35: Working hours; percentage of employees % change Permanent employment contract 44% 43% -2% Full-time working hours 66% 64% -3% Work shifts or irregular hours 82% 84% 2% Regular work on Saturdays 77% 77% 0% Regular work on Sundays 66% 69% 5% Regular work in the evenings 70% 74% 6% Figure 21: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 3% 0% Hospitality, catering, tourism Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 6% 15% 15% 22% 44% 51% Not compensated 23% 21% 0% 10% 20% 30% 40% 50% 60% Table 36: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 42% 47% 12% Training opportunities 29% 35% 21% Reorganisation 17% 15% -12% New strategic initiatives 42% 37% -12% Announcement of voluntary retirement 3% 3% 0% Merger with another organisation 5% 8% 60% Renewal of computer equipment 17% 18% 6% Competent management strategy 26% 33% 27% P a g e 38

39 Figure 22: Percentage of employees expecting various scenarios in the next 12 months Same employer 53% 57% Promotion 72% 72% Hospitality, catering, tourism Change of work responsibilities Redundancy of post Pay rise Find new job Computer training 18% 13% 20% 29% 45% 46% 57% 61% 61% 68% Unstable and uncertain income 35% 30% 0% 10% 20% 30% 40% 50% 60% 70% 80% Table 37: Percentage of employees satisfied with various aspects of work % change Job 52% 55% 6% Wage 23% 24% 4% Commuting time 67% 65% -3% Combination of work and family life 50% 51% 2% Job security 63% 67% 6% Working environment 61% 63% 3% Working hours 52% 50% -4% Colleagues 75% 73% -3% Superiors 59% 58% -2% Employer's approach to pay 29% 23% -21% Allowances/bonuses 13% 20% 54% Kind of contract 34% 30% -12% Table 38: Percentage of employees satisfied with life % of respondents 88% 85% Annual % change -3% P a g e 39

40 1.7 ICT services Summary The median wage of the workers in the ICT services has dropped in 2014 by 2.6 % to 14.7 per hour. This means that while ICT workers in 2014 still earned more than the median wage of our sample, the difference is now quite small reaching 30 cents. Profit share is the most typical bonus paid in the ICT sector (14%), followed by the end-of-year bonus (11%) (see Table 39 and Figure 23). The gender pay gap among managers in the ICT sector reached 19%. Women working in elementary occupations earn 10% less than men. Interestingly, when it comes to the technical and associate positions, craft workers and clerical positions, women earn more than their male counterparts (by 8%, 7% and 2% respectively) (see Table 40). 86% of workers in ICT worked full time in 2014 and 67% had permanent working contract. Work on Saturdays and Sundays have increased in 2014 while work in the evenings was less common than in % of ICT workers reported not being compensated for overtime work at all and those that were compensated received most commonly the extra time off (see Table 41 and Figure 24). More than two-thirds of the respondent reported new strategic initiatives in their company in 2014 and 40% said that redundancies were announced at their workplace. Majority of workers in ICT services expect to find a new job in next 12 months (56%) and only 11% fear uncertain and unstable income, the lowest number of all sectors in the Dutch economy (see Table 42 and Figure 25). Satisfaction with job security in ICT services in 2014 was very high 86%. Similarly, 80% of workers were satisfied with their colleagues. Overall satisfaction with life was comparable to other sectors at the level of 90% (see Table 43 and Table 44). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). Table 39: Median gross hourly wage Median Annual % Change -2.6% P a g e 40

41 Figure 23: Overview of bonuses given to employees; percentage of employees End-of-year bonus 4% 11% ICT services Extra month payment Profit share 4% 5% 7% 14% Other annual bonus 4% 7% 0% 2% 4% 6% 8% 10% 12% 14% 16% Table 40: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations P a g e 41

42 Table 41: Working hours; percentage of employees % change Permanent employment contract 69% 67% -3% Full-time working hours 85% 86% 1% Work shifts or irregular hours 24% 27% 13% Regular work on Saturdays 13% 17% 31% Regular work on Sundays 10% 13% 30% Regular work in the evenings 37% 36% -3% Figure 24: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 7% 5% Overtime paid as normal hours 9% 8% ICT services Time-off in lieu for overtime hours 34% 37% Partly paid, partly compensated with time-off in lieu 13% 18% Not compensated 36% 32% 0% 5% 10% 15% 20% 25% 30% 35% 40% Table 42: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 36% 40% 11% Training opportunities 55% 53% -4% Reorganisation 18% 28% 56% New strategic initiatives 67% 67% 0% Announcement of voluntary retirement 2% 6% 200% Merger with another organisation 19% 25% 32% Renewal of computer equipment 38% 44% 16% Competent management strategy 54% 44% -19% P a g e 42

43 Figure 25: Percentage of employees expecting various scenarios in the next 12 months Same employer Promotion Change of work responsibilities 67% 64% 68% 62% 63% 76% ICT services Redundancy of post Pay rise 10% 13% 66% 65% Find new job 39% 56% Computer training 52% 62% Unstable and uncertain income 12% 11% 0% 10% 20% 30% 40% 50% 60% 70% 80% Table 43: Percentage of employees satisfied with various aspects of work % change Job 59% 62% 5% Wage 32% 39% 22% Commuting time 54% 59% 9% Combination of work and family life 56% 63% 13% Job security 80% 86% 7% Working environment 70% 69% -1% Working hours 62% 68% 10% Colleagues 74% 80% 8% Superiors 64% 64% 0% Employer's approach to pay 38% 38% 0% Allowances/bonuses 32% 31% -3% Kind of contract 51% 48% -6% Table 44: Percentage of employees satisfied with life % of respondents 92% 90% Annual % change -2% P a g e 43

44 1.8 Manufacturing Summary Although the Dutch manufacturing workers earned in 2014 less than in 2013 (-3.7%), their wages were still above the median of the whole sample (15.7 per hour). Bonuses were also quite common: the end-of-year bonus was received by 20% of the respondents, followed by 17% who were given profit share (see Table 45 and Figure 26). Gender pay gap at the level of 17% was reported among plant and machine operators and workers in service and sales, whereas women and men in technical occupations enjoyed approximately the same wage (see Table 46). Permanent working contract was reported by 73% of manufacturing workers and prevailing number of respondents worked full-time hours. Almost 40% said their work includes shifts and irregular hours, and weekend and evening work remained relatively stable. Unpaid overtime decreased, although is still common 29% of the respondents are not compensated for their overtime work. Similarly to other sectors, the most common form of overtime compensation is additional time off, followed by the combination of pay and extra time off (see Table 47 and Figure 27). New strategic initiatives in manufacturing were reported by 60% of workers. Redundancies were also common in 2014, reported by 41% of workers in the field. Trust in competent management strategy slightly decreased to 44%, so as the cases of mergers with other organisation. Overwhelming majority of expressed their wish to stay with their employer, get a promotion (62%) and a pay rise (57%) in the near future. 12% feared unstable and uncertain income and similarly, 9% of the respondents expected to be made redundant soon (see Table 48 and Figure 28). Workers were satisfied with their colleagues (75%) and job security (72%) the most. On the other hand satisfaction with allowances and bonus payments decreased by 17% to 35% satisfaction rate in Satisfaction with life slightly dropped from 93 to 92% and is at the same level as in the healthcare sector (see Table 49 and Table 50). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 44

45 Table 45: Median gross hourly wage Median Annual % Change -3.7% Figure 26: Overview of bonuses given to employees; percentage of employees End-of-year bonus 13% 20% Manufacturing Extra month payment Profit share 4% 9% 13% 17% Other annual bonus 5% 8% 0% 5% 10% 15% 20% 25% Table 46: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Plant and machine operators, and assemblers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations P a g e 45

46 Table 47: Working hours; percentage of employees % change Permanent employment contract 77% 73% -5% Full-time working hours 90% 88% -2% Work shifts or irregular hours 35% 39% 11% Regular work on Saturdays 23% 25% 9% Regular work on Sundays 15% 16% 7% Regular work in the evenings 39% 39% 0% Figure 27: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 18% 16% Overtime paid as normal hours 8% 14% Manufacturing Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 21% 22% 17% 19% Not compensated 29% 36% 0% 5% 10% 15% 20% 25% 30% 35% 40% Table 48: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 40% 41% 2% Training opportunities 52% 49% -6% Reorganisation 16% 19% 19% New strategic initiatives 62% 60% -3% Announcement of voluntary retirement 8% 8% 0% Merger with another organisation 18% 14% -22% Renewal of computer equipment 45% 46% 2% Competent management strategy 47% 44% -6% P a g e 46

47 Figure 28: Percentage of employees expecting various scenarios in the next 12 months Same employer 80% 77% Promotion 57% 62% Change of work responsibilities 56% 57% Manufacturing Redundancy of post Pay rise Find new job 10% 9% 52% 57% 43% 45% Computer training 24% 26% Unstable and uncertain income 16% 12% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Table 49: Percentage of employees satisfied with various aspects of work % change Job 64% 66% 3% Wage 36% 38% 6% Commuting time 60% 66% 10% Combination of work and family life 58% 62% 7% Job security 70% 72% 3% Working environment 64% 64% 0% Working hours 61% 66% 8% Colleagues 72% 75% 4% Superiors 60% 61% 2% Employer's approach to pay 38% 37% -3% Allowances/bonuses 42% 35% -17% Kind of contract 51% 47% -8% Table 50: Percentage of employees satisfied with life % of respondents 93% 92% Annual % change -1% P a g e 47

48 1.9 Legal and market consultancy, business activities Summary Workers in the legal and market consultancy and business field sector earned the median wage of our sample, which means that their hourly wage decreased by 3.4% from 14.9 in 2013 to 14.4 in However, bonus payments were more common in 2014 and in case of the end-of-year bonus, the numbers increased from 5% to 17% (see Table 51 and Figure 29). The biggest gender pay gap is among managers: male managers in this sector earn 13% more than female managers. Workers in clerical and craft and trade occupations, however, earn the same (see Table 52). 62% of workers in legal and market consultancy and business activities sector reported permanent contract in 2014 and 70% worked full-time hours. Evening work was regular for 35% of respondents, while weekend work was at the level of approximately 10% in In 41% of cases, extra work was not compensated at all and if compensated, the most common form was extra time off (34%) (see Table 53 and Figure 30). Almost half of the respondents experienced announcement of redundancies at their workplace. Trust in competence of the management slightly increased from 40 to 42% in 2014 and 57% of respondents reported new strategic initiatives introduced in their workplace over the past 12 months. An increased number of workers expressed their wish to stay with the same employer (73%). 65% expect their promotion and 60% pay rise and only 11% fear of future redundancies (see Table 54 and Figure 31). Increased percentage is satisfied with job security 89% of the respondents. Likewise, satisfaction with other work aspects has grown too in comparison with Legal and market consultancy and other business activities workers reported very high satisfaction rate with their life 94%, which makes respondents from this sector the most satisfied ones (see Table 55 and Table 56). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 48

49 Table 51: Median gross hourly wage Median Annual % Change -3.4% Figure 29: Overview of bonuses given to employees; percentage of employees Legal and market consultancy, business activities End-of-year bonus Extra month payment Profit share Other annual bonus 5% 5% 7% 6% 5% 6% 9% 17% 0% 2% 4% 6% 8% 10% 12% 14% 16% 18% Table 52: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations P a g e 49

50 Table 53: Working hours; percentage of employees % change Permanent employment contract 65% 62% -5% Full-time working hours 72% 70% -3% Work shifts or irregular hours 23% 29% 26% Regular work on Saturdays 11% 11% 0% Regular work on Sundays 8% 10% 25% Regular work in the evenings 31% 35% 13% Figure 30: Overview of overtime compensation; percentage of employees Legal and market consultancy, business activities Overtime paid as normal hours plus overtime premium Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu Not compensated 1% 2% 8% 7% 11% 17% 42% 34% 37% 41% 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% Table 54: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 37% 47% 27% Training opportunities 43% 44% 2% Reorganisation 17% 23% 35% New strategic initiatives 55% 57% 4% Announcement of voluntary retirement 3% 3% 0% Merger with another organisation 17% 21% 24% Renewal of computer equipment 30% 30% 0% Competent management strategy 40% 42% 5% P a g e 50

51 Figure 31: Percentage of employees expecting various scenarios in the next 12 months Legal and market consultancy, business activities Same employer Promotion Change of work responsibilities Redundancy of post Pay rise Find new job Computer training Unstable and uncertain income 12% 11% 22% 27% 16% 13% 45% 68% 73% 64% 65% 54% 52% 52% 60% 56% 0% 10% 20% 30% 40% 50% 60% 70% 80% Table 55: Percentage of employees satisfied with various aspects of work % change Job 63% 70% 11% Wage 36% 36% 0% Commuting time 59% 63% 7% Combination of work and family life 60% 66% 10% Job security 77% 89% 16% Working environment 66% 76% 15% Working hours 66% 75% 14% Colleagues 73% 82% 12% Superiors 62% 67% 8% Employer's approach to pay 37% 32% -14% Allowances/bonuses 29% 41% 41% Kind of contract 50% 50% 0% Table 56: Percentage of employees satisfied with life % of respondents 92% 94% Annual % change 2% P a g e 51

52 1.9.1 Marketing and communication 6 Summary The wages of marketing and communication occupations neither decreased nor increased and stayed at the level of 15.0 in Bonus payments increased and the most common bonus in 2014 was extra month payment, reported by 10% of respondents (see Table 57 and Figure 32). The biggest differences in pay are between male and female managers female managers earned 10% less than their male colleagues in 2014, followed by technical and associate occupations (see Table 58). Workers from marketing and communication field are mostly not compensated for their overtime work 62% of respondents reported no compensation at all. If compensated, the most common form was time-off in lieu for overtime work (see Figure 33). 60% of respondents from marketing and communication occupations reported redundancies being announced in Increased number of workers said that reorganisation occurred during past 12 months and mergers with another organisation were more common too. In addition, renewals of computer equipment were reported by 40% of respondents, which equals to 300% increase compared to year More than two-thirds of respondents expect pay rise in the near future (82%) and 75% want to stay working for the same employer. One quarter of respondents from marketing and communication fear uncertain income (see Table 60 and Figure 34). In general, satisfaction with various aspects of work increased. In marketing and communication, a vast majority of people reported satisfaction with their co-workers (88%). Although wages remained at the same level as in year 2013, satisfaction rate with wage increased from 31% to 46% in 2014 (see Table 61). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). 6 In this section, we present data for specific marketing and communication occupations from the legal and market consultancy and business activities sector (see Table 84 in Appendix for detailed list of occupations). P a g e 52

53 Table 57: Median gross hourly wage Median Annual % Change 0.0% Figure 32: Overview of bonuses given to employees; percentage of employees Marketing and communication End-of-year bonus Extra month payment Profit share Other annual bonus 0% 3% 3% 3% 6% 6% 7% 10% 0% 2% 4% 6% 8% 10% 12% Table 58: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % P a g e 53

54 Figure 33: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 6% 8% Market and communication Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 6% 8% 6% 8% 15% 34% Not compensated 47% 62% 0% 10% 20% 30% 40% 50% 60% 70% Table 59: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 41% 60% 46% Training opportunities 31% 45% 45% Reorganisation 21% 36% 71% New strategic initiatives 57% 73% 28% Announcement of voluntary retirement 0% 0% Merger with another organisation 17% 30% 76% Renewal of computer equipment 10% 40% 300% Competent management strategy 33% 40% 21% P a g e 54

55 Figure 34: Percentage of employees expecting various scenarios in the next 12 months Same employer 40% 75% Marketing and communication Promotion Change of work responsibilities Redundancy of post Pay rise Find new job Computer training 17% 15% 25% 43% 42% 55% 58% 69% 66% 67% 82% 76% Unstable and uncertain income 25% 25% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Table 60: Percentage of employees satisfied with various aspects of work % change Job 61% 67% 10% Wage 31% 46% 48% Commuting time 57% 67% 18% Combination of work and family life 65% 67% 3% Job security 81% 83% 2% Working environment 59% 70% 19% Working hours 60% 79% 32% Colleagues 66% 88% 33% Superiors 61% 67% 10% Employer's approach to pay 31% 42% 35% Allowances/bonuses 36% 40% 11% Kind of contract 50% 58% 16% P a g e 55

56 1.10 Transport, logistics, communication Summary The median wage in the transport, logistics and communication sector remained the same as in 2013, at the level of 13.3 per hour. Workers in this sector thus earned below the median wage of our whole sample in The most common bonus in the sector was the end-of-year bonus received by 15% of the respondents, followed by the profit share bonus (8%) (see Table 61 and Figure 35). Transport, logistics and communication is together with the manufacturing sector the only two sectors in our sample, where the biggest gender pay gap is not among managers. Women in service and sales positions earned 13% less than men - the biggest difference in pay. On the other hand, clerical support workers earn almost the same regardless of their gender (see Table 62). In 2014, 80% of workers in transportation work full-time working hours and 63% have permanent employment contract. Almost half of the respondents reported shifts and irregular working hours and regular work on Sundays, Saturdays and in the evenings is also common. However, 28% of workers were not compensated for their overtime work in 2014 and if they are, the most common form of compensation was time off in lieu (see Table 63 and Figure 36). 46% of respondents reported redundancies being announced at their workplace, up 24% from In addition, respondents reported increase in reorganization and mergers with other organisation, as well as increase in the introduction of new strategic initiatives (58%). 72% expressed their wish to stay working for the same employer in the near future and at the same time, 35% admitted that unstable and uncertain income could be a possible future scenario (see Table 64 and Figure 37). High satisfaction rate with colleagues (74%) was accompanied with only 23% workers satisfied with their allowances and bonuses paid by their employer in transport, logistic and communication. Satisfaction with life remained stable, at the level of 85% (see Table 65 and Table 66). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). P a g e 56

57 Table 61: Median gross hourly wage Median Annual % change 0.0% Figure 35: Overview of bonuses given to employees; percentage of employees Transport, logistics, communication End-of-year bonus Extra month payment Profit share Other annual bonus 3% 3% 5% 6% 7% 8% 11% 15% 0% 2% 4% 6% 8% 10% 12% 14% 16% Table 62: Median gross hourly wage by subgroups; pay gap computed Gender Male Female Pay gap Managers % Professionals % Technicians and associate professionals % Clerical support workers % Service and sales workers % Craft and related trades workers % Plant and machine operators, and assemblers % Elementary occupations % Note: Reported only for occupational groups with at least 100 observations P a g e 57

58 Table 63: Working hours; percentage of employees % change Permanent employment contract 65% 63% -3% Full-time working hours 85% 80% -6% Work shifts or irregular hours 54% 49% -9% Regular work on Saturdays 43% 43% 0% Regular work on Sundays 29% 30% 3% Regular work in the evenings 50% 52% 4% Figure 36: Overview of overtime compensation; percentage of employees Overtime paid as normal hours plus overtime premium 11% 17% Transport, logistics, communication Overtime paid as normal hours Time-off in lieu for overtime hours Partly paid, partly compensated with time-off in lieu 18% 17% 17% 18% 25% 26% Not compensated 23% 28% 0% 5% 10% 15% 20% 25% 30% Table 64: Percentage of employees reporting about organizational changes during past 12 months % change Announcement of redundancies 37% 46% 24% Training opportunities 42% 50% 19% Reorganisation 18% 28% 56% New strategic initiatives 45% 58% 29% Announcement of voluntary retirement 4% 6% 50% Merger with another organisation 17% 25% 47% Renewal of computer equipment 36% 53% 47% Competent management strategy 37% 47% 27% P a g e 58

59 Figure 37: Percentage of employees expecting various scenarios in the next 12 months Same employer 73% 72% Transport, logistics, communication Promotion Change of work responsibilities Redundancy of post Pay rise Find new job Computer training 20% 16% 26% 21% 65% 60% 47% 52% 43% 42% 54% 57% Unstable and uncertain income 28% 35% 0% 10% 20% 30% 40% 50% 60% 70% 80% Table 65: Percentage of employees satisfied with various aspects of work % change Job 54% 63% 17% Wage 27% 34% 26% Commuting time 63% 63% 0% Combination of work and family life 49% 60% 22% Job security 63% 67% 6% Working environment 54% 59% 9% Working hours 53% 52% -2% Colleagues 69% 74% 7% Superiors 53% 55% 4% Employer's approach to pay 28% 38% 36% Allowances/bonuses 23% 23% 0% Kind of contract 44% 40% -9% Table 66: Percentage of employees satisfied with life % of respondents 85% 85% Annual % change 0% P a g e 59

60 2. Main sector developments In this chapter we focus on major trends in wages and bonuses in the period in two specific sectors 7 : the ICT services sector and the financial services, banking, insurance sector. 2.1 ICT services In ICT sector, our respondents reported lower wages in 2014 than in the previous years. The 14.7 gross hourly median wage is thus the new lowest hourly wage since 2006 data collection. Although the drop is less severe than in 2013, wages in ICT services sector are still not recovered from the effects of the economic crisis, reflected in wage drop that has started in 2009 (see Table 67). However, bonus payments were reported by more respondents. In 2014, 11% of the ICT workers reported bonus payments, which is the highest percentage of all examined years, including those unaffected by the crisis (see Table 68). Announcements of redundancies in ICT sector increased together with the cases of reorganisations within the companies that are now at the pre-crisis level. The number of training opportunities in 2014 is comparable to previous 4 years and expressed confidence in management strategy is closer to numbers from 2009 than to numbers from year 2013 (see Table 69). For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). Table 67: Median gross hourly wage of the survey Median Annual change 11.1% 1.1% -6.0% 0.6% -3.5% -0.6% -8.5% -2.6% 7 In this section we employ the NACE rev.2 classification of sectors, different from the one used in Chapter 1. As the consequence of the use of another classification, different results can be obtained in comparison to the results reported in Chapter 1. The following activities were excluded from the Information and communication sector: 1) Publishing activities, 2) Programming and broadcasting activities, 3) Motion picture, video and television programme production, sound recording and music publishing activities, and 4) News agency activities. P a g e 60

61 Table 68: Overview of bonuses given to employees; percentage of employees Employee bonus End-of-year bonus Extra month payment Profit share % 17% % 18% % 13% % 8% % 7% % 7% % 20% 5% % 7% 14% Table 69: Percentage of employees reporting about organizational changes during past 12 months Past 12 months of organisations Announcement of Training Competent Reorganisation redundancies opportunities management strategy % 65% 33% 57% % 71% 28% 67% % 74% 35% 71% % 58% 16% 42% % 60% 20% 49% % 52% 17% 54% % 49% 15% 41% % 55% 18% 54% % 53% 28% 44% 2.2 Financial services, banking, insurance Similarly to the ICT sector, median gross hourly wage in the finance sector decreased to 14.8 per hour in 2014 and reached a new lowest point since However, the drop is less significant than in 2013 and is now comparable to drop in wages in 2010 and From the data we can see that while the wages in the Dutch finance sector had not been previously affected by the crisis, they continue to decrease in last two years (see Table 70). The brighter picture could be painted when it comes to the end-of-year bonus payment that has increased. 29% is comparable to 2009 year, when 23% of the WageIndicator survey respondents indicated receiving this type of bonus (see Table 71). The share of respondents announcing redundancies decreased compared to 2013 but we do not yet know if it continues in Trust in competent management strategy remained stable over years, so as training opportunities and reorganisation in work (see Table 72). P a g e 61

62 For more detailed information see the following tables and figures (source for all: own calculations based on the WageIndicator Dataset). Table 70: Median gross hourly wage of the survey Median Annual change 10.6% 3.0% 0.6% -2.9% 0.6% -2.4% -7.9% -2.6% Table 71: Overview of bonuses given to employees; percentage of employees Employee bonus End-of-year bonus Extra month payment Profit share % 24% % 25% % 18% % 11% % 10% % 7% % 16% 7% % 14% 10% Table 72: Percentage of employees reporting about organizational changes during past 12 months Past 12 months of organisations Announcement of Training Competent Reorganisation redundancies opportunities management strategy % 75% 37% 57% % 77% 34% 65% % 78% 37% 59% % 77% 28% 53% % 64% 24% 47% % 71% 28% 49% % 62% 21% 46% % 68% 32% 41% % 68% 26% 46% P a g e 62

63 3. Worldwide comparison of occupations in 2014 The WageIndicator database enables a wage comparison across different occupational groups and across various countries in the European Union, former Soviet Union and Central and South America. Furthermore, the analysis may also consider Asian and African countries. Because of different price levels in the above countries, we employ two different indicators for the sake of comparability: 1. Gross and net wage in international US dollars express wages in US dollars that have the same purchasing power as the US dollars have in the USA 2. The Big Mac wage expresses a wage converted into the amount of Big Macs that an employee can afford to buy. It should be stressed that although the latter is easier to comprehend and therefore more attractive, the former indicator is more encompassing and reaching beyond a single commodity comparison. Dutch managers are the second best paid in Europe. Their net hourly wage in PPP is 17.3 international US dollars and only managers in the United States and Spain earn more ($18.3 and $20.3 respectively). For comparison, managers in Germany earn $13.3 per hour, while in Belgium it is $14.6 per hour and in Italy $15.9. The lowest managerial wages are reported in Ukraine, Belarus and Kazakhstan, whereas managers in countries such as Mexico or Argentina are relatively well paid, with $14.3 and $16.1 net hourly wage respectively (see Table 73). The median net hourly wage of Dutch professionals is $15.4 in PPP and is comparable to professionals from the United Kingdom ($15.5). Professionals from Germany ($16.5) and United States ($18.1) and South Africa ($16.1) earn more than their Dutch colleagues. On the other hand, the lowest wages for professionals are reported in Vietnam ($3.8) and in Ukraine ($3.9) (see Table 74). The wages of technicians and associate professionals in the Netherlands are again closest to the German and the U.S. wages ($14.0 for the NL and $14.4 for both GER and the U.S). For clerical occupations, Dutch wages are the highest of all examined countries, at the level of $12.7 nett per hour (see Tables 75-76). P a g e 63

64 Table 73: Global comparison of managers wage Country Median gross hourly wage in international US dollars Managers Median net hourly wage in international US dollars Median amount of Big Macs per hour Number of observations United States Belgium Germany Italy Netherlands Slovakia Spain Czech Republic United Kingdom Argentina Mexico Belarus Kazakhstan Russian Federation Ukraine Indonesia Sri Lanka Kenya South Africa Source: WageIndicator ( ); Purchasing power parity adjustment based on the IMF s WEO database (October 2014); Big Mac wage based on the Economist s Big Mac Index (January 2015) P a g e 64

65 Table 74: Global comparison of professionals wage Country Median gross hourly wage in international US dollars Professionals Median net hourly wage in international US dollars Median amount of Big Macs per hour Number of observations United States Belgium Germany Italy Netherlands Portugal Slovakia Spain Czech Republic Hungary United Kingdom Argentina Brazil Chile Colombia Mexico Azerbaijan Belarus Kazakhstan Russian Federation Ukraine Indonesia Pakistan Sri Lanka Vietnam Kenya South Africa Source: WageIndicator ( ); Purchasing power parity adjustment based on the IMF s WEO database (October 2014); Big Mac wage based on the Economist s Big Mac Index (January 2015) P a g e 65

66 Table 75: Global comparison of technicians and associate professionals wage Country Median gross hourly wage in international US dollars Technicians and associate professionals Median net hourly wage in international US dollars Median amount of Big Macs per hour Number of observations United States Belgium Germany Italy Netherlands Portugal Slovakia Spain Czech Republic United Kingdom Argentina Chile Mexico Azerbaijan Belarus Kazakhstan Russian Federation Ukraine Indonesia Sri Lanka Kenya South Africa Source: WageIndicator ( ); Purchasing power parity adjustment based on the IMF s WEO database (October 2014); Big Mac wage based on the Economist s Big Mac Index (January 2015) P a g e 66

67 Table 76: Global comparison of clerical support workers wage. Country Median gross hourly wage in international US dollars Clerical support workers Median net hourly wage in international US dollars Median amount of Big Macs per hour Number of observations United States Belgium Germany Italy Netherlands Portugal Slovakia Spain Czech Republic United Kingdom Argentina Chile Colombia Mexico Azerbaijan Belarus Kazakhstan Russian Federation Ukraine Indonesia Kenya South Africa Source: WageIndicator ( ); Purchasing power parity adjustment based on the IMF s WEO database (October 2012); Big Mac wage based on the Economist s Big Mac Index (July 2013) P a g e 67

68 Appendix Table 77: Structure of the whole sample in the Netherlands in the period Sample size Education Firm size Tenure Low Middle High > Agriculture, forestry, fishing 7,903 13% 57% 30% 29% 46% 7% 14% 5% 24% 22% 20% 34% Construction, technical consultancy 33,781 12% 48% 40% 17% 35% 15% 19% 15% 20% 19% 22% 38% Education, research 13,228 3% 22% 75% 6% 28% 8% 26% 32% 28% 17% 19% 36% Financial services, banking, insurance 22,453 3% 39% 58% 15% 21% 7% 19% 38% 26% 22% 19% 33% Healthcare, caring services, social work 36,667 6% 51% 43% 17% 21% 8% 18% 37% 31% 21% 17% 31% Hospitality, catering, tourism 23,485 12% 61% 27% 20% 40% 14% 18% 8% 29% 25% 21% 24% ICT services 30,534 2% 35% 63% 15% 31% 13% 18% 24% 29% 25% 22% 25% Legal and market consultancy, business activities 30,591 3% 35% 62% 24% 34% 13% 15% 14% 27% 22% 20% 30% Manufacturing 42,007 9% 44% 48% 6% 23% 15% 32% 25% 19% 17% 19% 44% Transport, logistics, communication 19,084 15% 53% 32% 11% 23% 14% 26% 26% 26% 19% 19% 36% Total % 44% 49% 15% 28% 12% 21% 25% 26% 21% 20% 34% Region North East West South Agriculture, forestry, fishing 11% 25% 41% 23% Construction, technical consultancy 9% 22% 47% 22% Education, research 9% 20% 52% 19% Financial services, banking, insurance 8% 17% 57% 18% Healthcare, caring services, social work 10% 22% 48% 20% Hospitality, catering, tourism 8% 18% 54% 20% ICT services 6% 19% 56% 19% Legal and market consultancy, business activities 7% 18% 57% 19% Manufacturing 9% 24% 38% 29% Transport, logistics, communication 7% 18% 52% 23% Total 8% 20% 50% 22% * Note: sample size equals number of respondents. Questions concerning education, firm size, tenure, gender and region were not answered by all respondents. P a g e 68

69 Table 78: Most frequented professions in examined profession groups Managers Share of profession Professionals Sales and marketing managers 18.8% Advertising and marketing professionals 8.5% Managing directors and chief executives 14.7% Graphic and multimedia designers 8.2% Business services and administration managers 13.8% Systems analysts 6.8% Information and communications technology service managers 6.5% Accountants 5.5% Share of profession Supply, distribution and related managers 6.1% Software and applications developers and analysts 4.6% Share of Share of Technicians and associate professionals Clerical support workers profession profession Accounting associate professionals 16.6% General office clerks 35.1% Construction supervisors 8.9% Secretaries (general) 10.5% Administrative and executive secretaries 8.7% Statistical, finance and insurance clerks 9.2% Commercial sales representatives 6.7% Clerical support workers not elsewhere classified 7.0% Information and communications technology user support technicians 5.1% Receptionists (general) 7.0% P a g e 69

70 Table 79: Most frequented professions in examined sectors Agriculture, forestry, fishing Gardeners, horticultural and nursery growers Agricultural and industrial machinery mechanics and repairers Livestock and dairy producers Mobile farm and forestry plant operators Farming, forestry and fisheries advisers Construction, technical consultancy Construction supervisors Carpenters and joiners Draughtspersons Electrical mechanics and fitters Building and related electricians Education, research Primary school teachers University and higher education teachers Secondary education teachers Vocational education teachers Teachers aides Financial services, banking, insurance Accounting associate professionals Statistical, finance and insurance clerks Accountants Insurance representatives Secretaries (general) Healthcare, caring services, social work Health care assistants Physiotherapists Dental assistants and therapists Nursing professionals Nursing associate professionals Hospitality, catering, tourism Cooks Waiters Chefs Hotel receptionists Restaurant managers ICT services Systems analysts Information and communications technology user support technicians Software and applications developers and analysts not elsewhere classified Applications programmers Web technicians Legal and market consultancy, business activities Accounting associate professionals Secretaries (general) Administrative and executive secretaries Advertising and marketing professionals Employment agents and contractors Manufacturing General office clerks Mechanical engineering technicians Agricultural and industrial machinery mechanics and repairers Welders and flame cutters Electrical mechanics and fitters Transport, logistics, communication Stock clerks Heavy truck and lorry drivers General office clerks Supply, distribution and related managers Freight handlers P a g e 70

71 Table 80: Selected indicators in overall, gender-based and age-based categorisation Eager to find a new job in the next 12 months 51.1% 52.7% Satisfied with job security 70.9% 75.7% Received end-of-year bonus 13.2% 24.3% Received profit share 5.2% 8.9% Expecting a promotion 61.5% 62.7% Expecting a pay raise 46.9% 49.1% Satisfied with life in general 90.6% 90.1% Expecting employment at the same employer 72.4% 71.6% Satisfied with job 59.7% 63.4% Expecting post redundancy 17.0% 14.0% Overall By gender Male 48.2% 49.0% % 51.3% % 50.9% Female 53.9% 56.8% % 57.2% % 52.4% Male 70.3% 74.8% % 77.7% % 75.5% Female 71.6% 76.9% % 74.2% % 74.5% Male 11.3% 20.9% % 16.8% % 24.3% Female 15.7% 28.6% % 25.2% % 38.1% Male 6.4% 11.2% % 7.6% % 9.7% Female 3.8% 5.7% % 11.2% % 7.5% Male 64.5% 63.0% % 70.8% % 65.2% Female 58.5% 62.3% % 55.1% % 52.0% Male 49.1% 51.9% % 65.0% % 55.4% Female 44.8% 46.0% % 41.7% % 22.3% Male 90.9% 89.9% % 91.4% % 91.9% Female 90.1% 90.4% % 88.2% % 87.7% Male 75.8% 75.0% % 66.2% % 75.0% Female 68.9% 67.7% % 73.3% % 74.4% Male 60.6% 63.4% % 62.7% % 63.1% Female 58.5% 63.4% % 63.4% % 65.0% Male 14.6% 11.0% % 8.9% % 11.0% Female 19.4% 17.4% % 15.2% % 24.4% By age P a g e 71

72 Table 81: Income distribution per quartiles Sector p25 median p75 Agriculture, forestry, fishing Construction, technical consultancy Education, research Financial services, banking, insurance Healthcare, caring services, social work Hospitality, catering, tourism ICT services Legal and market consultancy, business activities Manufacturing Transport, logistics, communication P a g e 72

73 Table 82: Median wage in different occupational groups Occupational group Gross hourly median 50% Highest earning occupations 50% Lowest earning occupations Managers 21.6 Professionals 16.7 Technicians and associate professionals 15.0 Clerical support workers 12.8 Craft and related trades workers 12.6 Plant and machine operators, and assemblers 12.5 Skilled agricultural, forestry and fishery workers 11.1 Service and sales workers 10.9 Elementary occupations 10.3 Table 83: Occupational pay gap in sectors Sector 50% Highest earning occupations [gross hourly median] 50% Lowest earning occupations [gross hourly median] Pay Gap Agriculture, forestry, fishing % Construction, technical consultancy % Education, research % Financial services, banking, insurance % Healthcare, caring services, social work % Hospitality, catering, tourism % ICT services % Legal and market consultancy, business activities % Manufacturing % Transport, logistics, communication % P a g e 73

74 Table 84: List of occupations included in the Marketing and communication sub-chapter Commercial, sales or marketing manager Marketing department manager Sales department manager Advertising or public relations manager Advertising department manager Communications department manager Public relations department manager Advertising professional Marketing professional Art director advertising Advertising copywriter Advertisement designer Communication professional Market analyst Internet marketer Market researcher After sales manager Car seller Sales representative agricultural products Sales representative chemical products Sales representative civil engineering Sales representative computer equipment or components Sales representative construction buildings Sales representative construction equipment or components Sales representative construction installation activities Sales representative educational materials Sales representative electrical equipment or components Sales representative financial products Sales representative food, beverages, tobacco products Sales representative glass, glass products Sales representative machines, appliances, vehicles Sales representative metal goods, metalware Sales representative clothing, leatherwear Sales representative rubber, plastic products Sales representative technical products Livestock dealer Sales representative, all other products Advertisement photographer Advertising clerk Marketing clerk Sales clerk Survey or market research interviewer P a g e 74

75 WageIndicator Foundation Post address: University of Amsterdam/AIAS PO Box GA Amsterdam The Netherlands Visiting address: Nieuwe Prinsengracht VZ Amsterdam The Netherlands Powered by WageIndicator Foundation Prepared by the Central European Labour Studies Institute, Bratislava and WageIndicator Foundation, Amsterdam P a g e 75