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Wage Index
Sector Analysis of the Netherlands
Prepared by the Central European Labour Studies Institute, Bratislava and
WageIndicator Foundation, Amsterdam
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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,
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%
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
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%
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, 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%
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
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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Table 3: Median gross hourly wage
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 21
Table 9: Median gross hourly wage
Year
2013 2014
Median 14.9 € 14.4 €
Annual % Change -3.4%
Figure 8: Overview of bonuses given to employees; percentage of employees
Table 10: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 23.4 20.3 13%
Professionals 17.3 16.4 5%
Technicians and associate professionals 15.8 15.4 3%
Clerical support workers 13.9 13.3 4%
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
Elementary occupations 11.2 10.8 4% Note: Reported only for occupational groups with at least 100 observations
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
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 22
Table 11: Working hours; percentage of employees
Year
2013 2014 % 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
Table 12: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
8%
12%
36%
18%
26%
11%
11%
24%
13%
42%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
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
Con
stru
ctio
n, te
chn
ica
l co
nsu
ltancy
2013 2014
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 23
Figure 10: Percentage of employees expecting various scenarios in the next 12 months
Table 13: Percentage of employees satisfied with various aspects of work
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%
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
Year
2013 2014
% of respondents 90% 91%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 25
Table 15: Median gross hourly wage
Year
2013 2014
Median 16.4 € 16.5 €
Annual % Change 0.6%
Figure 11: Overview of bonuses given to employees; percentage of employees
Table 16: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 26 23.1 11%
Professionals 19.2 17.3 10%
Technicians and associate professionals 16.6 15.4 7%
Clerical support workers 14.1 13.7 3%
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
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 26
Table 17: Working hours; percentage of employees
Year
2013 2014 % 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
Table 18: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
9%
40%
6%
45%
53%
13%
33%
7%
48%
46%
0% 10% 20% 30% 40% 50% 60%
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
Ed
uca
tion
, re
searc
h
2013 2014
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 27
Figure 13: Percentage of employees expecting various scenarios in the next 12 months
Table 19: Percentage of employees satisfied with various aspects of work
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%
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
Year
2013 2014
% of respondents 90% 91%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 29
Table 21: Median gross hourly wage
Year
2013 2014
Median 15.2 € 14.8 €
Annual % Change -2.6%
Figure 14: Overview of bonuses given to employees; percentage of employees
Table 22: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 27.7 22.6 18%
Professionals 19.5 18.2 7%
Technicians and associate professionals 15.4 14.7 5%
Clerical support workers 13.5 13.0 4%
Service and sales workers 15.6 14.2 9% Note: Reported only for occupational groups with at least 100 observations
Table 23: Working hours; percentage of employees
Year
2013 2014 % 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%
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
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 30
Figure 15: Overview of overtime compensation; percentage of employees
Table 24: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
7%
6%
43%
14%
30%
4%
9%
43%
20%
24%
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
Fin
anci
al s
erv
ices, b
an
kin
g,
insu
ran
ce
2013 2014
Loonwijzer – Monsterboard - Wage Index - Sector Analysis of the Netherlands – March 2015
P a g e | 31
Figure 16: Percentage of employees expecting various scenarios in the next 12 months
Table 25: Percentage of employees satisfied with various aspects of work
Year
2013 2014 % 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
Year
2013 2014
% of respondents 93% 90%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
P a g e | 33
Table 27: Median gross hourly wage
Year
2013 2014
Median 14.4 € 14.4 €
Annual % Change 0.0%
Figure 17: Overview of bonuses given to employees; percentage of employees
Table 28: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 25.5 21.8 15%
Professionals 18.3 17.0 7%
Technicians and associate professionals 15.1 13.9 8%
Clerical support workers 13.4 13.9 -4%
Service and sales workers 14.1 12.0 15%
Craft and related trades workers 14.4 15.1 -5%
Plant and machine operators, and assemblers 14.4 13.6 6%
Elementary occupations 11.2 10.5 6% Note: Reported only for occupational groups with at least 100 observations
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
Table 29: Working hours; percentage of employees
Year
2013 2014 % 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
Table 30: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
4%
20%
49%
16%
11%
4%
19%
48%
21%
8%
0% 10% 20% 30% 40% 50% 60%
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
Hea
lthca
re,
carin
g s
erv
ice
s, s
oci
al w
ork
2013 2014
P a g e | 35
Figure 19: Percentage of employees expecting various scenarios in the next 12 months
Table 31: Percentage of employees satisfied with various aspects of work
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%
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
Year
2013 2014
% of respondents 89% 92%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
P a g e | 37
Table 33: Median gross hourly wage
Year
2013 2014
Median 10.4 € 10.7 €
Annual % Change 2.9%
Figure 20: Overview of bonuses given to employees; percentage of employees
Table 34: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 14.4 12.8 11%
Professionals 13.9 13.9 0%
Technicians and associate professionals 13.9 12.4 11%
Clerical support workers 11.1 10.8 3%
Service and sales workers 10.1 9.2 9%
Craft and related trades workers 11.2 9.2 18%
Plant and machine operators, and assemblers 10.8 9.2 15%
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
Table 35: Working hours; percentage of employees
Year
2013 2014 % 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
Table 36: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
3%
15%
44%
15%
23%
0%
22%
51%
6%
21%
0% 10% 20% 30% 40% 50% 60%
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
Hosp
italit
y, c
ate
ring
, to
urism
2013 2014
P a g e | 39
Figure 22: Percentage of employees expecting various scenarios in the next 12 months
Table 37: Percentage of employees satisfied with various aspects of work
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%
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
Year
2013 2014
% of respondents 88% 85%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
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
Year
2013 2014
Median 15.1 € 14.7 €
Annual % Change -2.6%
P a g e | 41
Figure 23: Overview of bonuses given to employees; percentage of employees
Table 40: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 24.9 20.2 19%
Professionals 16.0 15.7 2%
Technicians and associate professionals 13.3 14.4 -8%
Clerical support workers 12.6 12.8 -2%
Service and sales workers 13.9 13.3 4%
Craft and related trades workers 12.5 13.4 -7%
Elementary occupations 12.0 10.8 10% Note: Reported only for occupational groups with at least 100 observations
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
Table 41: Working hours; percentage of employees
Year
2013 2014 % 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
Table 42: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
7%
9%
34%
13%
36%
5%
8%
37%
18%
32%
0% 5% 10% 15% 20% 25% 30% 35% 40%
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
ICT
se
rvic
es
2013 2014
P a g e | 43
Figure 25: Percentage of employees expecting various scenarios in the next 12 months
Table 43: Percentage of employees satisfied with various aspects of work
Year
2013 2014 % 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
Year
2013 2014
% of respondents 92% 90%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
P a g e | 45
Table 45: Median gross hourly wage
Year
2013 2014
Median 16.3 € 15.7 €
Annual % Change -3.7%
Figure 26: Overview of bonuses given to employees; percentage of employees
Table 46: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 25.0 22.3 11%
Professionals 19.0 17.3 9%
Technicians and associate professionals 16.7 16.2 3%
Clerical support workers 14.6 13.8 5%
Service and sales workers 16.0 13.3 17%
Craft and related trades workers 13.7 12.8 7%
Plant and machine operators, and assemblers 13.4 11.1 17%
Elementary occupations 11.6 10.4 10% Note: Reported only for occupational groups with at least 100 observations
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
Table 47: Working hours; percentage of employees
Year
2013 2014 % 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
Table 48: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
18%
8%
21%
17%
36%
16%
14%
22%
19%
29%
0% 5% 10% 15% 20% 25% 30% 35% 40%
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
Ma
nufa
cturin
g
2013 2014
P a g e | 47
Figure 28: Percentage of employees expecting various scenarios in the next 12 months
Table 49: Percentage of employees satisfied with various aspects of work
Year
2013 2014 % 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
Year
2013 2014
% of respondents 93% 92%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
P a g e | 49
Table 51: Median gross hourly wage
Year
2013 2014
Median 14.9 € 14.4 €
Annual % Change -3.4%
Figure 29: Overview of bonuses given to employees; percentage of employees
Table 52: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 24.0 20.8 13%
Professionals 17.3 16.2 6%
Technicians and associate professionals 15.6 14.4 8%
Clerical support workers 12.8 12.7 1%
Service and sales workers 14.0 12.9 8%
Craft and related trades workers 13.9 13.8 1%
Elementary occupations 12.2 11.1 9% Note: Reported only for occupational groups with at least 100 observations
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
Table 53: Working hours; percentage of employees
Year
2013 2014 % 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
Table 54: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
1%
8%
42%
11%
37%
2%
17%
34%
7%
41%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
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
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
Figure 31: Percentage of employees expecting various scenarios in the next 12 months
Table 55: Percentage of employees satisfied with various aspects of work
Year
2013 2014 % 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
Year
2013 2014
% of respondents 92% 94%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
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 | 53
Table 57: Median gross hourly wage
Year
2013 2014
Median 15.0 € 15.0 €
Annual % Change 0.0%
Figure 32: Overview of bonuses given to employees; percentage of employees
Table 58: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 23.1 20.9 10%
Professionals 15.2 15.3 -1%
Technicians and associate professionals 15.5 14.5 6%
Clerical support workers 12.4 13.0 -5%
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
Figure 33: Overview of overtime compensation; percentage of employees
Table 59: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
6%
6%
34%
6%
47%
8%
8%
15%
8%
62%
0% 10% 20% 30% 40% 50% 60% 70%
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
Ma
rke
t a
nd
co
mm
un
ica
tion
2013 2014
P a g e | 55
Figure 34: Percentage of employees expecting various scenarios in the next 12 months
Table 60: Percentage of employees satisfied with various aspects of work
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%
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%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
For more detailed information see the following tables and figures (source for all: own calculations based on
the WageIndicator Dataset).
P a g e | 57
Table 61: Median gross hourly wage
Year
2013 2014
Median 13.3 € 13.3 €
Annual % change 0.0%
Figure 35: Overview of bonuses given to employees; percentage of employees
Table 62: Median gross hourly wage by subgroups; pay gap computed
Gender
Male Female Pay gap
Managers 21.3 19.1 10%
Professionals 17.9 16.9 6%
Technicians and associate professionals 16.7 14.8 11%
Clerical support workers 12.1 12.4 -2%
Service and sales workers 14.0 12.2 13%
Craft and related trades workers 12.0 12.6 -5%
Plant and machine operators, and assemblers 12.2 11.0 10%
Elementary occupations 10.7 9.5 11% Note: Reported only for occupational groups with at least 100 observations
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
Table 63: Working hours; percentage of employees
Year
2013 2014 % 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
Table 64: Percentage of employees reporting about organizational changes during past 12 months
Year
2013 2014 % 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%
17%
18%
25%
17%
23%
11%
17%
26%
18%
28%
0% 5% 10% 15% 20% 25% 30%
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
Tra
nsp
ort
, lo
gis
tics,
co
mm
unic
atio
n
2013 2014
P a g e | 59
Figure 37: Percentage of employees expecting various scenarios in the next 12 months
Table 65: Percentage of employees satisfied with various aspects of work
Year
2013 2014 % 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
Year
2013 2014
% of respondents 85% 85%
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
Change of work responsibilities
Redundancy of post
Pay rise
Find new job
Computer training
Unstable and uncertain income
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).
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
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%
Table 69: Percentage of employees reporting about organizational changes during past 12 months
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
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
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%
Table 72: Percentage of employees reporting about organizational changes during past 12 months
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
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 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
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 | 66
Table 75: Global comparison of technicians’ and associate professionals’ wage
Technicians and associate professionals
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 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
United Kingdom 16.6 13 3.1 134
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
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 | 67
Table 76: Global comparison of clerical support workers’ wage.
Clerical support workers
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 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
United Kingdom 13.3 11 2.6 121
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
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Post address:
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PO Box 94025
1090 GA Amsterdam
The Netherlands
Visiting address:
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The Netherlands
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