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Wage Index

Sector Analysis of the Netherlands

Prepared by the Central European Labour Studies Institute, Bratislava and

WageIndicator Foundation, Amsterdam

Loonwijzer – Monsterboard Wage Index | March 2015

Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015

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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)


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About WageIndicator Foundation

WageIndicator Foundation (Stichting Loonwijzer) - www.wageindicator.org

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 2003. 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) - www.celsi.sk

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 , 821 09 Bratislava, Slovakia,

[email protected]

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


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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 2014.


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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.


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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 2014. 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 2014.

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 2014. 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.


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Satisfaction with jobs and wages generally increased in 2014. 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 2014.

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.


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Table of Contents

Introduction and definitions …………………………………………………………………………………………………………10

1 SECTORAL COMPARISON ............................................................................................................... 1212

1.1 Agriculture, forestry, fishing ............................................................................................................... 1616

1.2 Construction, technical consultancy .................................................................................................. 2020

1.3 Education, research ........................................................................................................................... 2424

1.4 Financial services, banking, insurance ................................................................................................ 2828

1.5 Healthcare, caring services, social work .............................................................................................. 3232

1.6 Hospitality, catering, tourism ............................................................................................................. 3636

1.7 ICT services ........................................................................................................................................ 4040

1.8 Manufacturing ................................................................................................................................... 4444

1.9 Legal and market consultancy, business activities ............................................................................. 4848

1.9.1 Marketing and communication ................................................................................................ 52

1.10 Transport, logistics, communication .................................................................................................... 56

2 MAIN SECTOR DEVELOPMENTS 2006 – 2014 .................................................................................... 60

2.1 ICT services ............................................................................................................................................ 60

2.2 Financial services, banking, insurance.................................................................................................... 61

3 WORLDWIDE COMPARISON OF OCCUPATIONS IN 2014 ................................................................. 63

APPENDIX ..................................................................................................................................................... 68


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Introduction and definitions

The main purpose of this 4th 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 2006 – 2014.

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 (www.loonwijzer.nl) and the WageIndicator Salary MiniSurvey during the

period of years 2013 - 2014.2 Worldwide comparison draws on the international dataset of WageIndicator

(2013-2014) 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.


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Gender pay gap – Gender pay gap is computed according to the formula:

%100*male

femalemale

wageMedian

wageMedianwageMediangapPay

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 2013 – 2014 (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).


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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 2013. 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 2014. 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 Year

2013 2014 % change

Agriculture, forestry, fishing 12.8 13.1 2.3%

Construction, technical consultancy 14.9 14.4 -3.4%

Education, research 16.4 16.5 0.6%

Financial services, banking, insurance 15.2 14.8 -2.6%

Healthcare, caring services, social work 14.4 14.4 0.0%

Hospitality, catering, tourism 10.4 10.7 2.9%

ICT services 15.1 14.7 -2.6%

Legal and market consultancy, business activities 14.9 14.4 -3.4%

Manufacturing 16.3 15.7 -3.7%

Transport, logistics, communication 13.3 13.3 0.0%

5 highest income groups 15.6 15.1 -3.2%

5 lowest income groups 13.5 13.4 -0.7%

Total 14.6 14.4 -1.4%

Source: WageIndicator (2013-2014), 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 pay4 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 2014. 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 Year of the survey

2013 2014

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 2014.


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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 (2013-2014), 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

5 The question asking about the occurrence of bonus payments was slightly adjusted in 2014. 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.

8%

5%

36%

11%

37%

4%

13%

4%

5%

11%

17%

10%

65%

29%

58%

5%

20%

11%

17%

15%

0% 10% 20% 30% 40% 50% 60% 70%

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

End-o

f-ye

ar

bonus

2013 2014


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Figure 2: Percentage of employees receiving extra month payment across sectors

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 2013. 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 2014. In manufacturing sector this

increase is quite sharp, by 25 percentage points from 43% in 2013. 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).

2%

1%

1%

6%

3%

0%

4%

4%

5%

3%

4%

7%

6%

14%

8%

6%

9%

7%

7%

6%

0% 2% 4% 6% 8% 10% 12% 14% 16%



Education, research




ICT services


Manufacturing


Ext

ra m

on

th p

aym

en

t

2013 2014


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Figure 3: Percentage of employees satisfied with job security across sectors

Figure 4: Percentage of employees expressing willingness to find a new job in the next 12 months across

sectors

56%

69%

77%

75%

71%

63%

70%

80%

77%

63%

68%

73%

81%

87%

72%

67%

72%

86%

89%

67%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%100%



Education, research




Manufacturing

ICT services


Transport, logistics, communicationPe

rce

nta

ge

of

em

plo

yee

s sa

tisfie

d w

ith jo

b s

ecu

rity

2013 2014

50%

52%

50%

46%

51%

61%

43%

39%

56%

54%

40%

49%

51%

48%

55%

68%

68%

56%

45%

57%

0% 10% 20% 30% 40% 50% 60% 70% 80%



Education, research




Manufacturing

ICT services



Eagern

ess

to f

ind a

new

job in

the

next 12

month

s

2013 2014

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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

2014. 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 2014. 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 2014. 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).


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Year

2013 2014

Median 12.8 € 13.1 €

Annual % Change 2.3%

Figure 5: Overview of bonuses given to employees; percentage of employees

Table 4: Median gross hourly wage by subgroups; pay gap computed

Gender

Male Female Pay gap

Managers 22.6 19.3 15%

Professionals 17.1 17.1 0%

Technicians and associate professionals 15.0 14.1 6%

Clerical support workers 13.2 13.2 0%

Service and sales workers 14.1 9.7 31%

Skilled agricultural, forestry and fishery workers 11.1 10.0 10%

Craft and related trades workers 12.2 12.7 -4%

Plant and machine operators, and assemblers 11.8 9.8 17%

Elementary occupations 9.2 9.2 0% Note: Reported only for occupational groups with at least 100 observations

Table 5: Working hours; percentage of employees

Year

8%

2%

5%

2%

17%

4%

8%

3%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Agricu

lture

, fo

rest

ry,

fish

ing

2013 2014


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2013 2014 % 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

Table 6: Percentage of employees reporting about organizational changes during past 12 months

Year

2013 2014 % 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%

11%

14%

46%

14%

16%

0%

18%

41%

18%

23%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Overtime paid as normal hours plus overtimepremium

Overtime paid as normal hours

Time-off in lieu for overtime hours

Partly paid, partly compensated with time-off in lieu

Not compensated

Ag

ricu

lture

, fo

restr

y, f

ishin

g

2013 2014


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Figure 7: Percentage of employees expecting various scenarios in the next 12 months

Table 7: Percentage of employees satisfied with various aspects of work

Year

2013 2014 % 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

Year

2013 2014

% of respondents 90% 85%

Annual % change -6%

84%

75%

58%

10%

46%

50%

14%

18%

88%

71%

62%

3%

57%

40%

25%

17%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Same employer

Promotion

Change of work responsibilities

Redundancy of post

Pay rise

Find new job

Computer training

Unstable and uncertain income

Ag

ricu

lture

, fo

restr

y, f

ishin

g

2013 2014

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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 2013. 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 2014. 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 2014. 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).




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Year

2013 2014

Median 14.9 € 14.4 €

Annual % Change -3.4%



Gender

Male Female Pay gap

Managers 23.4 20.3 13%




Service and sales workers 14.6 14.7 -1%

Craft and related trades workers 13.0 11.5 12%

Plant and machine operators, and assemblers 13.7


5%

1%

7%

3%

10%

7%

11%

6%

0% 2% 4% 6% 8% 10% 12%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Co

nst

ruct

ion

, te

chnic

al c

onsu

ltan

cy

2013 2014


P a g e | 22


Year

2013 2014 % change

Permanent employment contract 71% 68% -4%


Work shifts or irregular hours 23% 29% 26%



Regular work in the evenings 24% 27% 13%



Year

2013 2014 % change

Announcement of redundancies 57% 50% -12%

Training opportunities 39% 43% 10%

Reorganisation 20% 20% 0%


Announcement of voluntary retirement 15% 7% -53%

Merger with another organisation 19% 13% -32%

Renewal of computer equipment 35% 42% 20%


8%

12%

36%

18%

26%

11%

11%

24%

13%

42%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%





Not compensated

Con

stru

ctio

n, te

chn

ica

l co

nsu

ltancy

2013 2014


P a g e | 23



Year

2013 2014 % change

Job 59% 66% 12%

Wage 28% 26% -7%

Commuting time 55% 61% 11% Combination of work and family life 56% 63% 13%



Working hours 63% 64% 2%



Employer's approach to pay 35% 33% -6%


Kind of contract 40% 42% 5%


Year

2013 2014


Annual % change 1%

66%

64%

56%

19%

40%

52%

25%

26%

75%

65%

54%

15%

46%

49%

29%

21%

0% 20% 40% 60% 80%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Con

str

uctio

n, te

chn

ica

l con

sulta

ncy

2013 2014

P a g e | 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 2014. 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 2014. 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 2014. 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 2013. 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 2013. 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).




P a g e | 25


Year

2013 2014

Median 16.4 € 16.5 €




Gender

Male Female Pay gap

Managers 26 23.1 11%




Service and sales workers 12.8 12.1 5% Note: Reported only for occupational groups with at least 100 observations

36%

1%

1%

2%

65%

6%

2%

6%

0% 10% 20% 30% 40% 50% 60% 70%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Educa

tion

, re

searc

h

2013 2014


P a g e | 26


Year

2013 2014 % change





Regular work on Sundays 19% 16% -16%




Year

2013 2014 % change





Announcement of voluntary retirement 5% 16% 220%




9%

40%

6%

45%

53%

13%

33%

7%

48%

46%

0% 10% 20% 30% 40% 50% 60%





Not compensated

Ed

uca

tion

, re

searc

h

2013 2014


P a g e | 27



Year

2013 2014 % change

Job 63% 65% 3%

Wage 30% 40% 33%

Commuting time 64% 63% -2% Combination of work and family life 62% 61% -2%










Year

2013 2014


Annual % change 1%

68%

53%

45%

16%

37%

50%

19%

29%

74%

59%

60%

19%

42%

51%

35%

21%

0% 20% 40% 60% 80%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Ed

uca

tion

, re

searc

h

2013 2014

P a g e | 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 14.8€.

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 2013. 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 2014. 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).




P a g e | 29


Year

2013 2014

Median 15.2 € 14.8 €




Gender

Male Female Pay gap

Managers 27.7 22.6 18%




Service and sales workers 15.6 14.2 9% Note: Reported only for occupational groups with at least 100 observations


Year

2013 2014 % change


Full-time working hours 75% 71% -5%



Regular work on Sundays 7% 5% -29%


11%

6%

7%

8%

29%

14%

10%

8%

0% 5% 10% 15% 20% 25% 30% 35%

End-of-year bonus

Extra month payment

Profit share

Other annual bonusFin

anci

al se

rvic

es,

ban

king,

insu

rance

2013 2014


P a g e | 30



Year

2013 2014 % change









7%

6%

43%

14%

30%

4%

9%

43%

20%

24%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%





Not compensated

Fin

anci

al s

erv

ices, b

an

kin

g,

insu

ran

ce

2013 2014


P a g e | 31



Year

2013 2014 % change

Job 58% 64% 10%

Wage 38% 38% 0%








Allowances/bonuses 44% 43% -2%



Year

2013 2014


Annual % change -3%

70%

63%

56%

20%

56%

46%

30%

17%

77%

64%

59%

10%

58%

48%

35%

19%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Fin

anci

al s

erv

ices, b

an

kin

g,

insu

ran

ce

2013 2014

P a g e | 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 2014. 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).



P a g e | 33


Year

2013 2014

Median 14.4 € 14.4 €




Gender

Male Female Pay gap

Managers 25.5 21.8 15%



Clerical support workers 13.4 13.9 -4%





37%

3%

1%

2%

58%

8%

2%

2%

0% 10% 20% 30% 40% 50% 60% 70%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

He

althca

re, ca

ring s

erv

ices,

soci

al

wo

rk

2013 2014

P a g e | 34


Year

2013 2014 % change









Year

2013 2014 % change





Announcement of voluntary retirement 8% 5% -38%


Renewal of computer equipment 32% 26% -19%

Competent management strategy 36% 33% -8%

4%

20%

49%

16%

11%

4%

19%

48%

21%

8%

0% 10% 20% 30% 40% 50% 60%





Not compensated

Hea

lthca

re,

carin

g s

erv

ice

s, s

oci

al w

ork

2013 2014

P a g e | 35



Year

2013 2014 % change

Job 64% 64% 0%

Wage 33% 35% 6%

Commuting time 70% 72% 3% Combination of work and family life 65% 64% -2%


Working environment 67% 66% -1%


Colleagues 76% 75% -1%

Superiors 62% 58% -6%





Year

2013 2014


Annual % change 3%

76%

48%

54%

24%

40%

51%

18%

32%

69%

53%

56%

28%

39%

55%

25%

41%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Hea

lthca

re,

ca

rin

g s

erv

ice

s, s

oci

al w

ork

2013 2014

P a g e | 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

2014. 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 2013. 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).



P a g e | 37


Year

2013 2014

Median 10.4 € 10.7 €




Gender

Male Female Pay gap

Managers 14.4 12.8 11%







Elementary occupations 6.8 8.6 -26% Note: Reported only for occupational groups with at least 100 observations

4%

0%

1%

1%

5%

6%

3%

5%

0% 1% 2% 3% 4% 5% 6% 7%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Ho

spita

lity,

ca

terin

g, to

uri

sm

2013 2014

P a g e | 38


Year

2013 2014 % change









Year

2013 2014 % change




New strategic initiatives 42% 37% -12%





3%

15%

44%

15%

23%

0%

22%

51%

6%

21%

0% 10% 20% 30% 40% 50% 60%





Not compensated

Hosp

italit

y, c

ate

ring

, to

urism

2013 2014

P a g e | 39



Year

2013 2014 % change

Job 52% 55% 6%

Wage 23% 24% 4%

Commuting time 67% 65% -3% Combination of work and family life 50% 51% 2%




Colleagues 75% 73% -3%

Superiors 59% 58% -2%





Year

2013 2014


Annual % change -3%

53%

72%

57%

18%

45%

61%

20%

35%

57%

72%

61%

13%

46%

68%

29%

30%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Hosp

italit

y,

cate

ring

, to

urism

2013 2014

P a g e | 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 2013. 32% 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).




Year

2013 2014

Median 15.1 € 14.7 €


P a g e | 41



Gender

Male Female Pay gap

Managers 24.9 20.2 19%


Technicians and associate professionals 13.3 14.4 -8%





4%

4%

5%

4%

11%

7%

14%

7%

0% 2% 4% 6% 8% 10% 12% 14% 16%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

ICT

serv

ices

2013 2014

P a g e | 42


Year

2013 2014 % change






Regular work in the evenings 37% 36% -3%



Year

2013 2014 % change









7%

9%

34%

13%

36%

5%

8%

37%

18%

32%

0% 5% 10% 15% 20% 25% 30% 35% 40%





Not compensated

ICT

se

rvic

es

2013 2014

P a g e | 43



Year

2013 2014 % change

Job 59% 62% 5%

Wage 32% 39% 22%



Working environment 70% 69% -1%








Year

2013 2014


Annual % change -2%

76%

64%

62%

10%

66%

39%

52%

12%

67%

68%

63%

13%

65%

56%

62%

11%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


ICT

se

rvic

es

2013 2014

P a g e | 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 2014.

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).



P a g e | 45


Year

2013 2014

Median 16.3 € 15.7 €




Gender

Male Female Pay gap

Managers 25.0 22.3 11%








13%

4%

13%

5%

20%

9%

17%

8%

0% 5% 10% 15% 20% 25%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Ma

nufa

cturin

g

2013 2014

P a g e | 46


Year

2013 2014 % change









Year

2013 2014 % change




New strategic initiatives 62% 60% -3%





18%

8%

21%

17%

36%

16%

14%

22%

19%

29%

0% 5% 10% 15% 20% 25% 30% 35% 40%





Not compensated

Ma

nufa

cturin

g

2013 2014

P a g e | 47



Year

2013 2014 % change

Job 64% 66% 3%

Wage 36% 38% 6%











Year

2013 2014


Annual % change -1%

80%

57%

56%

10%

52%

43%

24%

16%

77%

62%

57%

9%

57%

45%

26%

12%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Ma

nufa

ctu

rin

g

2013 2014

P a g e | 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 2014. 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 2014. 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 2013. 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).



P a g e | 49


Year

2013 2014

Median 14.9 € 14.4 €




Gender

Male Female Pay gap

Managers 24.0 20.8 13%







5%

5%

6%

5%

17%

7%

9%

6%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18%

End-of-year bonus

Extra month payment

Profit share

Other annual bonusLe

gal a

nd m

ark

et co

nsulta

ncy

,bu

sine

ss a

ctiv

itie

s

2013 2014

P a g e | 50


Year

2013 2014 % change









Year

2013 2014 % change









1%

8%

42%

11%

37%

2%

17%

34%

7%

41%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%





Not compensated

Leg

al a

nd

ma

rke

t co

nsu

ltan

cy, b

usi

ne

ss a

ctiv

ities

2013 2014

P a g e | 51



Year

2013 2014 % change

Job 63% 70% 11%

Wage 36% 36% 0%











Year

2013 2014


Annual % change 2%

68%

64%

54%

12%

52%

56%

22%

16%

73%

65%

52%

11%

60%

45%

27%

13%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Lega

l an

d m

ark

et co

nsu

ltancy, b

usi

ne

ss a

ctiv

itie

s

2013 2014

P a g e | 52

1.9.1 Marketing and communication6

Summary

The wages of marketing and communication occupations neither decreased nor increased and stayed at the

level of 15.0€ in 2014. 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 2014. 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 2013. 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).



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 | 53


Year

2013 2014

Median 15.0 € 15.0 €




Gender

Male Female Pay gap

Managers 23.1 20.9 10%

Professionals 15.2 15.3 -1%



3%

0%

3%

6%

6%

10%

3%

7%

0% 2% 4% 6% 8% 10% 12%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Ma

rke

ting

an

d c

om

mu

nic

atio

n

2013 2014

P a g e | 54



Year

2013 2014 % change





Announcement of voluntary retirement 0% 0%




6%

6%

34%

6%

47%

8%

8%

15%

8%

62%

0% 10% 20% 30% 40% 50% 60% 70%





Not compensated

Ma

rke

t a

nd

co

mm

un

ica

tion

2013 2014

P a g e | 55



Year

2013 2014 % change

Job 61% 67% 10%

Wage 31% 46% 48%

Commuting time 57% 67% 18%

Combination of work and family life 65% 67% 3%









40%

69%

66%

17%

43%

76%

25%

25%

75%

55%

67%

15%

82%

42%

58%

25%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Ma

rke

ting

and

co

mm

un

ica

tion

2013 2014

P a g e | 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 2014.

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 2013. 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).



P a g e | 57


Year

2013 2014

Median 13.3 € 13.3 €

Annual % change 0.0%



Gender

Male Female Pay gap

Managers 21.3 19.1 10%








11%

3%

5%

3%

15%

6%

8%

7%

0% 2% 4% 6% 8% 10% 12% 14% 16%

End-of-year bonus

Extra month payment

Profit share

Other annual bonus

Tra

nsp

ort

, lo

gis

tics,

co

mm

unic

atio

n

2013 2014

P a g e | 58


Year

2013 2014 % change



Work shifts or irregular hours 54% 49% -9%






Year

2013 2014 % change









17%

18%

25%

17%

23%

11%

17%

26%

18%

28%

0% 5% 10% 15% 20% 25% 30%





Not compensated

Tra

nsp

ort

, lo

gis

tics,

co

mm

unic

atio

n

2013 2014

P a g e | 59



Year

2013 2014 % change

Job 54% 63% 17%

Wage 27% 34% 26%











Year

2013 2014


Annual % change 0%

73%

65%

47%

20%

43%

54%

26%

28%

72%

60%

52%

16%

42%

57%

21%

35%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Same employer

Promotion


Redundancy of post

Pay rise

Find new job

Computer training


Tra

nsp

ort

, lo

gis

tics,

com

mu

nic

atio

n

2013 2014

P a g e | 60

2. Main sector developments 2006 – 2014

In this chapter we focus on major trends in wages and bonuses in the period 2006-2014 in two specific sectors7:

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).




Year of the survey

2006 2007 2008 2009 2010 2011 2012 2013 2014

Median 16.2 18 18.2 17.1 17.2 16.6 16.5 15.1 14.7

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 | 61

Table 68: Overview of bonuses given to employees; percentage of employees

Employee bonus

Year End-of-year bonus Extra month payment Profit share

2007 6%

17%

2008 7%

18%

2009 9%

13%

2010 5%

8%

2011 6%

7%

2012 5%

7%

2013 4% 20% 5%

2014 11% 7% 14%


Past 12 months of organisations

Year Announcement of

redundancies Training

opportunities Reorganisation

Competent management strategy

2006 30% 65% 33% 57%

2007 15% 71% 28% 67%

2008 18% 74% 35% 71%

2009 38% 58% 16% 42%

2010 42% 60% 20% 49%

2011 32% 52% 17% 54%

2012 36% 49% 15% 41%

2013 36% 55% 18% 54%

2014 40% 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 2006. However, the drop is less significant than in 2013 and is now

comparable to drop in wages in 2010 and 2008. 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 2015. Trust in competent management strategy remained stable over years, so as training

opportunities and reorganisation in work (see Table 72).

P a g e | 62




Year of the survey

2006 2007 2008 2009 2010 2011 2012 2013 2014

Median 15.1 16.7 17.2 17.3 16.8 16.9 16.5 15.2 14.8

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

Year End-of-year bonus Extra month payment Profit share

2007 11%

24%

2008 13%

25%

2009 23%

18%

2010 14%

11%

2011 14%

10%

2012 13%

7%

2013 11% 16% 7%

2014 29% 14% 10%


Past 12 months of organisations

Year Announcement of

redundancies Training

opportunities Reorganisation

Competent management strategy

2006 39% 75% 37% 57%

2007 27% 77% 34% 65%

2008 28% 78% 37% 59%

2009 41% 77% 28% 53%

2010 42% 64% 24% 47%

2011 50% 71% 28% 49%

2012 48% 62% 21% 46%

2013 60% 68% 32% 41%

2014 58% 68% 26% 46%

P a g e | 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 | 64

Table 73: Global comparison of managers’ wage

Managers

Country Median gross hourly

wage in international US dollars

Median net hourly wage in international US

dollars

Median amount of Big Macs per hour

Number of observations

United States 24.5 18.3 3.8 162

Belgium 30 14.6 3.3 250

Germany 20.5 13.3 2.8 120

Italy 25.4 15.9 3.1 118

Netherlands 27.3 17.3 4.1 894

Slovakia 11.7 8.7 121

Spain 30.9 20.3 3.8 116

Czech Republic 15 10.2 2 158

United Kingdom 21.8 16 3.9 140

Argentina 20.2 16.1 2.4 202

Mexico 20.5 14.3 2.3 154

Belarus 6.8 5.8 354

Kazakhstan 7.7 6.3 452

Russian Federation 9.7 8.6 230

Ukraine 5.9 4.7 0.9 592

Indonesia 8.4 6.9 1 667

Sri Lanka 8.3 6.7 0.8 99

Kenya 15.3 9.5 139

South Africa 22.6 16.7 3.4 946

Source: WageIndicator (2013-2014); 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

Table 74: Global comparison of professionals’ wage

Professionals




dollars



United States 26.7 18.1 3.8 274

Belgium 24.1 13.2 3 662

Germany 27.1 16.5 3.5 1074

Italy 18.8 12.6 2.5 362

Netherlands 22.4 15.4 3.6 2476

Portugal 12.3 9.4 1.9 223

Slovakia 10 7.4 389

Spain 18.5 14 2.6 333

Czech Republic 11.8 8.6 1.6 563

Hungary 7.1 4.7 0.7 324

United Kingdom 20.5 15.5 3.7 231

Argentina 16 13 1.9 569

Brazil 14.2 11.7 1.4 107

Chile 14.8 12 2 262

Colombia 10.8 9.1 1.4 198

Mexico 11.7 9.6 1.6 411

Azerbaijan 8.6 7.3 230

Belarus 5.1 4.2 1751

Kazakhstan 6.9 5.5 1457

Russian Federation 8 6.8 757

Ukraine 5 3.9 0.8 1770

Indonesia 5.5 4.6 0.6 1065

Pakistan 6.9 5.9 0.6 131

Sri Lanka 6.6 5.7 0.7 263

Vietnam 4.3 3.8 0.5 109

Kenya 8.2 5.8 291

South Africa 21.5 16.1 3.3 1707


P a g e | 66

Table 75: Global comparison of technicians’ and associate professionals’ wage

Technicians and associate professionals




dollars



United States 20.2 14.4 3 198

Belgium 20.6 12.4 2.8 639

Germany 22.2 14.4 3.1 533

Italy 18.6 12.8 2.5 168

Netherlands 19.6 14 3.3 2614

Portugal 7.8 6.8 1.4 142

Slovakia 8.3 6.3 0 368

Spain 17.7 13.1 2.4 140

Czech Republic 10.7 7.7 1.5 412


Argentina 12 9.6 1.4 422

Chile 10.1 8.2 1.4 130

Mexico 6.6 5.7 0.9 180

Azerbaijan 10.6 8.8 0 139

Belarus 4.8 4 0 1236

Kazakhstan 6 4.9 0 1450

Russian Federation 6.9 6 0 543

Ukraine 4.3 3.5 0.7 2133

Indonesia 5.2 4.1 0.6 846

Sri Lanka 4.6 3.9 0.5 130

Kenya 6.6 4.3 0 166

South Africa 14.3 10.8 2.2 1439


P a g e | 67

Table 76: Global comparison of clerical support workers’ wage.

Clerical support workers




dollars



United States 16.9 11.9 2.5 108

Belgium 17.8 11.7 2.6 488

Germany 18.8 12.2 2.6 598

Italy 15.1 10.7 2.1 193

Netherlands 16.8 12.7 3 2449

Portugal 7.6 6.6 1.4 112

Slovakia 8.1 6 0 340

Spain 12 9.7 1.8 165

Czech Republic 9 6.7 1.3 336


Argentina 9.7 8 1.2 492

Chile 7.2 5.8 1 168

Colombia 4.9 4.3 0.6 128

Mexico 4.8 4.4 0.7 259

Azerbaijan 10.9 8.5 0 117

Belarus 4.3 3.6 0 761

Kazakhstan 5.4 4.4 0 721

Russian Federation 6 5.1 0 293

Ukraine 4 3.1 0.6 1050

Indonesia 4.6 3.7 0.5 804

Kenya 3.9 3 0 101

South Africa 10.3 8.2 1.7 1070

Source: WageIndicator (2012-2013); 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 | 68

Appendix

Table 77: Structure of the whole sample in the Netherlands in the period 2013 - 2014

Sample size

Education Firm size Tenure

Low Middle High 0 - 10 11 - 50 51 - 100 101 - 500 > 500 0 - 2 3 - 5 6 - 10 11+

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 259733 7% 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 | 69

Table 78: Most frequented professions in examined profession groups

Managers Share of

profession Professionals

Share of profession

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%

Supply, distribution and related managers 6.1% Software and applications developers and analysts 4.6%

Technicians and associate professionals Share of

profession Clerical support workers

Share of 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 | 70

Table 79: Most frequented professions in examined sectors

Agriculture, forestry, fishing Hospitality, catering, tourism

Gardeners, horticultural and nursery growers Cooks

Agricultural and industrial machinery mechanics and repairers Waiters

Livestock and dairy producers Chefs

Mobile farm and forestry plant operators Hotel receptionists

Farming, forestry and fisheries advisers Restaurant managers

Construction, technical consultancy ICT services

Construction supervisors Systems analysts

Carpenters and joiners Information and communications technology user support technicians

Draughtspersons Software and applications developers and analysts not elsewhere classified

Electrical mechanics and fitters Applications programmers

Building and related electricians Web technicians

Education, research Legal and market consultancy, business activities

Primary school teachers Accounting associate professionals

University and higher education teachers Secretaries (general)

Secondary education teachers Administrative and executive secretaries

Vocational education teachers Advertising and marketing professionals

Teachers aides Employment agents and contractors

Financial services, banking, insurance Manufacturing

Accounting associate professionals General office clerks

Statistical, finance and insurance clerks Mechanical engineering technicians

Accountants Agricultural and industrial machinery mechanics and repairers

Insurance representatives Welders and flame cutters

Secretaries (general) Electrical mechanics and fitters

Healthcare, caring services, social work Transport, logistics, communication

Health care assistants Stock clerks

Physiotherapists Heavy truck and lorry drivers

Dental assistants and therapists General office clerks

Nursing professionals Supply, distribution and related managers

Nursing associate professionals Freight handlers

P a g e | 71

Table 80: Selected indicators in overall, gender-based and age-based categorisation

Year

Ove

rall

2013 2014

By

gen

der

2013 2014 2013 2014

Eager to find a new job in the next 12 months 51.1% 52.7%

Male 48.2% 49.0%

By

age

20 - 29 47.8% 51.3%

30 - 39 51.5% 50.9%

Female 53.9% 56.8% 40 - 49 54.8% 57.2%

50+ 52.8% 52.4%

Satisfied with job security 70.9% 75.7%

Male 70.3% 74.8% 20 - 29 70.6% 77.7%

30 - 39 70.7% 75.5%

Female 71.6% 76.9% 40 - 49 70.7% 74.2%

50+ 72.1% 74.5%

Received end-of-year bonus 13.2% 24.3%

Male 11.3% 20.9% 20 - 29 9.6% 16.8%

30 - 39 12.1% 24.3%

Female 15.7% 28.6% 40 - 49 13.9% 25.2%

50+ 21.6% 38.1%

Received profit share 5.2% 8.9%

Male 6.4% 11.2% 20 - 29 4.4% 7.6%

30 - 39 6.3% 9.7%

Female 3.8% 5.7% 40 - 49 5.5% 11.2%

50+ 4.8% 7.5%

Expecting a promotion 61.5% 62.7%

Male 64.5% 63.0% 20 - 29 71.0% 70.8%

30 - 39 65.2% 65.2%

Female 58.5% 62.3% 40 - 49 56.9% 55.1%

50+ 40.8% 52.0%

Expecting a pay raise 46.9% 49.1%

Male 49.1% 51.9% 20 - 29 61.6% 65.0%

30 - 39 54.3% 55.4%

Female 44.8% 46.0% 40 - 49 33.8% 41.7%

50+ 23.0% 22.3%

Satisfied with life in general 90.6% 90.1%

Male 90.9% 89.9% 20 - 29 91.5% 91.4%

30 - 39 90.3% 91.9%

Female 90.1% 90.4% 40 - 49 90.3% 88.2%

50+ 89.4% 87.7%

Expecting employment at the same employer 72.4% 71.6%

Male 75.8% 75.0% 20 - 29 71.6% 66.2%

30 - 39 72.7% 75.0%

Female 68.9% 67.7% 40 - 49 70.7% 73.3%

50+ 74.9% 74.4%

Satisfied with job 59.7% 63.4%

Male 60.6% 63.4% 20 - 29 60.4% 62.7%

30 - 39 57.3% 63.1%

Female 58.5% 63.4% 40 - 49 59.0% 63.4%

50+ 62.7% 65.0%

Expecting post redundancy 17.0% 14.0%

Male 14.6% 11.0% 20 - 29 13.7% 8.9%

30 - 39 15.1% 11.0%

Female 19.4% 17.4% 40 - 49 19.8% 15.2%

50+ 22.8% 24.4%

P a g e | 72

Table 81: Income distribution per quartiles

Sector

p25 median p75

Agriculture, forestry, fishing 10.3 13.1 16.7

Construction, technical consultancy 11.8 14.5 18.2

Education, research 13.0 16.3 21.4

Financial services, banking, insurance 11.9 14.9 19.4

Healthcare, caring services, social work 11.5 14.4 18.5

Hospitality, catering, tourism 8.9 10.9 13.7

ICT services 12.0 14.8 19.1

Legal and market consultancy, business activities 11.5 14.5 18.7

Manufacturing 12.7 15.9 20.2

Transport, logistics, communication 10.4 13.3 17.3

P a g e | 73

Table 82: Median wage in different occupational groups

Occupational group Gross hourly median

50% Highest 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

50% Lowest earning occupations

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 15.6 12.1 22%

Construction, technical consultancy 18.0 12.4 31%

Education, research 19.1 14.0 27%

Financial services, banking, insurance 20.8 14.2 32%

Healthcare, caring services, social work 17.6 12.5 29%

Hospitality, catering, tourism 14.0 10.2 27%

ICT services 19.1 13.1 31%

Legal and market consultancy, business activities 17.7 12.6 29%

Manufacturing 19.2 13.1 32%

Transport, logistics, communication 17.3 11.8 32%

P a g e | 74

Table 84: List of occupations included in the Marketing and communication sub-chapter

Commercial, sales or marketing manager Sales representative computer equipment or components

Marketing department manager Sales representative construction buildings

Sales department manager Sales representative construction equipment or components

Advertising or public relations manager Sales representative construction installation activities

Advertising department manager Sales representative educational materials

Communications department manager Sales representative electrical equipment or components

Public relations department manager Sales representative financial products

Advertising professional Sales representative food, beverages, tobacco products

Marketing professional Sales representative glass, glass products

Art director advertising Sales representative machines, appliances, vehicles

Advertising copywriter Sales representative metal goods, metalware

Advertisement designer Sales representative clothing, leatherwear

Communication professional Sales representative rubber, plastic products

Market analyst Sales representative technical products

Internet marketer Livestock dealer

Market researcher Sales representative, all other products

After sales manager Advertisement photographer

Car seller Advertising clerk

Sales representative agricultural products Marketing clerk

Sales representative chemical products Sales clerk

Sales representative civil engineering Survey or market research interviewer

P a g e | 75

WageIndicator Foundation

Post address:

University of Amsterdam/AIAS

PO Box 94025

1090 GA Amsterdam

The Netherlands

Visiting address:

Nieuwe Prinsengracht 130

1018 VZ Amsterdam

The Netherlands

[email protected]

Prepared by the Central European Labour Studies Institute, Bratislava and

WageIndicator Foundation, Amsterdam

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