Understanding gender wage gaps in the banana sector

Because the banana industry is one of the largest employers in many producing countries, gender unequal wage structures have a systemic impact: they shape household income, children’s education outcomes, community wellbeing, and the long-term sustainability of plantation workforces. When women consistently earn less due to differences in job roles, contract types, or access to benefits, these inequities lock families into cycles of vulnerability and limit the sector’s capacity to offer decent work for all. 

In this context, IDH commissioned the Anker Research Institute to undertake a comprehensive study of gender pay gaps across global banana producers using 2023 Salary Matrix data. The goal was not only to understand the drivers of gender-based wage differences but also to provide the industry with concrete pathways to drive equality at farm level. 

What the data reveals about gendered patterns of work

The assessment covered 673 Salary Matrices from seven banana-producing countries, representing approximately 90,000 workers. A consistent picture emerged: women and men participate very differently in banana production, and these structural differences are a core driver of pay gaps. 

Across all countries, women are over-represented in lower-paid work areas. In four of the assessed countries, women were also significantly more likely to be employed on a part-time basis. In two of those countries, part-time roles were paid at a lower rate than full-time ones, further contributing to gender wage disparities. 

While most countries showed little difference in access to additional benefits, four reported that women received benefits of lower monetary value than men — a subtler but still important contributor to total wage gaps. 

The role of collective agreements in narrowing gaps

Among the indirect determinants analysed, collective agreements stood out. Three out of four countries with such agreements displayed smaller gender pay gaps among workers covered by them. This suggests that where social dialogue is stronger and employment terms are clearly negotiated, discriminatory patterns are less likely to persist. Collective agreements have the potential to create fairer, more transparent wage structures and to embed gender responsive clauses that safeguard women’s access to decent work. 

What these findings mean for the banana industry

The study makes clear that gender pay gaps are not the result of a single factor but of layered and mutually reinforcing practices around job allocation, contract security, and benefit distribution. Addressing them requires both visibility and commitment. 

This is why it's essential to ensure the data inserted in the Salary Matrix meets quality requirements: when producers, buyers, and auditors can see gender specific patterns clearly, they can also act on them. Better data — including full workforce coverage in the Salary Matrix, individual wage reporting, and verifiable payroll and hours information — enables the sector to monitor progress and identify where interventions are most needed. 

Recommendations for companies ready to close the gap

To move toward gender pay parity, companies and sector partners can take the following steps: 

Regarding data quality and research:  

• Deepen understanding of gender pay gaps and their determinants through complementary qualitative research that discloses real experiences and workplace dynamics. 
• Improve data quality by including all workers in the calculations, using individual-level wage data, encouraging the use of payroll and hours-tracking systems, and increasing third-party verification.
• Monitor gender pay gaps and the gender gap to living wage across producers and countries using annual reporting structures. 

Recommendations for retailers: 

• Make a public commitment to achieve gender pay parity and living wages for all workers. 
• Reward equitable employers through preferential sourcing and other incentives. 

Recommendations for all supply chain partners: 

• Address occupational segregation with targeted initiatives such as skills development, mentoring programs for women, and gender sensitive job design. 
• Ensure equal pay for equal work through compliance monitoring and strengthened auditing practices. 
• Increase job security by offering full-time, year round contracts when possible and guaranteed minimum hours when not. 
• Promote family-friendly employment policies, including flexible schedules, extended parental leave, and support during family emergencies.
•  Strengthen collective bargaining by supporting gender responsive agreements and encouraging women’s participation in worker organisations.
• Invest in auditor capacity to identify discriminatory practices and underlying causes of wage differences.