Transparency without Transformation in Norway

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ID: 338387
2026
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Abstract
Abstract This chapter examines the implementation of gender pay gap reporting (GPR) strengthened by the 2019 revision of the Norwegian Equality and Anti-Discrimination Act, which reinforced companies’ obligations to map and report gender pay disparities as part of broader activity and reporting duties. The chapter highlights how GPR operates within the structural constraints of the wage formation system. While it enhances transparency, raises awareness of internal pay disparities, and provides tools for unions and employees to advocate for change, GPR does not fundamentally challenge the sectoral wage hierarchies embedded in Norway’s labor market. The lack of enforcement mechanisms and employer discretion in job classification and wage component definitions further limit the policy’s transformative potential. Consequently, GPR reflects a gender-accommodating rather than gender-transformative approach, seeking incremental adjustments within existing frameworks rather than addressing the institutional roots of wage inequality.
Reference Key
openalex_W7225084962 Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors Mari Teigen, Ines Wagner
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Journal Oxford University Press eBooks
Year 2026
DOI
10.1093/9780198972914.003.0005
URL
https://doi.org/10.1093/9780198972914.003.0005
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