PETALING JAYA: Women graduates earn about RM900 less than their male counterparts, according to a Statistics Malaysia report, highlighting systemic inequalities in the labour market, says the Malaysian Employers Federation (MEF).
MEF president Datuk Dr Syed Hussain Syed Husman said that this wage gap arises early in women’s careers due to structural inequalities and societal perceptions, not individual merit.
He noted that women are often underrepresented in high-paying sectors like technology and finance while being overrepresented in lower-paying fields such as education and administration.
“Implicit biases can lead to unequal pay for equal work, slowing career progression for women.
“Traditional gender roles also place a heavier caregiving burden on women, which limits their earning potential,” he said in an interview.
The Graduates Statistics 2023 report showed that female graduates earn about RM900 less than male graduates, despite similar academic qualifications.
Syed Hussain stressed that closing the gender wage gap is key to unlocking Malaysia’s diverse talent pool and strengthening the economy.
“Malaysia has introduced measures to reduce the gender wage gap, including a policy for 30% female representation in decision-making, flexible working arrangements under the amended Employment Act, and strategies in the 12th Malaysia Plan to boost women’s economic participation.
“Equal pay can lead to higher household incomes, increased consumer spending and greater economic growth for the nation.”
He said measures such as enforcing transparent pay structures, encouraging women to enter male-dominated fields and promoting flexible working arrangements are essential steps towards closing the gender wage gap.
Executive search and leadership development firm CnetG Asia managing partner Raj Kumar Paramanathan agreed that gender stereotypes persist, leading to biases that view male employees as stronger and more reliable.
“Male candidates are often more comfortable negotiating higher salaries, while female candidates tend to express gratitude for job offers and are less likely to negotiate, contributing to wage disparities,” he said.
To address these issues, Raj Kumar suggested education and awareness at universities, bias training for hiring managers, and creating inclusive work environments.
Chief Statistician Datuk Seri Dr Mohd Uzir Mahidin noted that while over 85% of female graduates enter the job market, they tend to have shorter employment durations and often leave before retirement age.
He added that government measures, such as extended maternity leave and workplace childcare, aim to increase female workforce participation.
Mohd Uzir highlighted that the rise of remote work post-pandemic could offer women more flexibility to return to the workforce.
“The government’s commitment to the Madani economic framework aims to enhance connectivity and inclusivity, ensuring a bright future for our graduates and the economy,” he stated.
Alyssa Pong Le Ann, assistant advocacy officer at the All Women’s Action Society (Awam), emphasised the need for anti-discrimination legislation and fair pay for women.
She suggested that the private sector adopt pay transparency and gender-disaggregated pay gap reporting practices.
“Following countries like Denmark, which require companies to report employee pay levels by gender, could help narrow the gender pay gap and improve the employment of women.
“Employees should also enhance their negotiation skills and be encouraged to join unions,” she added.
