Tanzania Economic Gender Gap: Data-Driven Analysis 2025 | TICGL Research TANZANIA ECONOMIC GENDER GAP: A DATA-DRIVEN ANALYSIS Research Report Published: February 2026 Focus Area Comprehensive Analysis of Economic Gender Disparities Data Coverage 2016-2025 (TICGL, WEF GGGI 2025 & Afrobarometer) Published By TICGL Economic Research Methodological Note: This report incorporates direct 2025 data from the World […]
Tanzania Economic Gender Gap: Data-Driven Analysis 2025 | TICGL Research
TANZANIA ECONOMIC GENDER GAP: A DATA-DRIVEN ANALYSIS
Research Report
Published: February 2026
Focus Area
Comprehensive Analysis of Economic Gender Disparities
Data Coverage
2016-2025 (TICGL, WEF GGGI 2025 & Afrobarometer)
Published By
TICGL Economic Research
Methodological Note: This report incorporates direct 2025 data from the World Economic Forum's Global Gender Gap Report 2025 and Afrobarometer's 2025 dispatch on employment. Where 2025-specific data is unavailable (e.g., detailed wage breakdowns, some employment metrics), linear forecasts based on 2020-2024 trends are clearly marked as "forecast" or "estimate." All forecasting assumptions are documented in respective table notes.
Tanzania has made incremental progress toward gender equality, ranking 55th out of 148 countries in the 2025 Global Gender Gap Index with a score of 0.736. However, persistent economic gender gaps remain across employment, wages, entrepreneurship, and political representation. This data-driven analysis examines the current state of economic gender disparities in Tanzania using the most recent 2025 data alongside historical trends.
Key Findings (2025):
Overall gender gap closure: 73.6% (2025) - slight improvement from 73.4% (2024)
Projected time to full global economic parity: 123 years at current rates
1. GLOBAL GENDER GAP INDEX PERFORMANCE
1.1 Tanzania's Global Gender Gap Index Rankings (2016-2025)
Year
Overall Score
Global Rank
Sub-Saharan Africa Rank
Total Countries
2016
0.718
-
-
144
2018
0.716
-
-
149
2020
0.713
73
-
153
2021
0.707
80
-
156
2022
0.719
68
13
146
2023
0.740
52
10
146
2024
0.734
57
10
146
2025
0.736
55
10
148
Data Source: World Economic Forum Global Gender Gap Reports (2016-2025)
Analysis: Tanzania's score improved slightly from 0.734 in 2024 to 0.736 in 2025, with the country moving up 2 positions globally (from 57th to 55th). The country maintained its 10th position in Sub-Saharan Africa. The improvement reflects continued but slow progress, particularly in economic participation.
Tanzania's Global Gender Gap Index Score Trend (2016-2025)
Tanzania's Global Rank Trend (2020-2025)
1.2 Tanzania's Performance by Gender Gap Sub-Indices (2025)
Sub-Index
Score (0-1)
Rank
Gap Closed (%)
Performance Notes
Economic Participation & Opportunity
0.736
55
73.6%
Improved from 2024
Educational Attainment
0.949
-
94.9%
Excellent performance
Health and Survival
0.960
-
96.0%
Strong performance
Political Empowerment
0.225
-
22.5%
Weakest category
Data Source: World Economic Forum Global Gender Gap Report 2025
Tanzania's Gender Gap Sub-Indices Performance (2025)
Key Observations:
Economic participation improved to 73.6%, up from 60.5% in 2024 (rank 55th globally)
Wage equality score: 0.61 (rank 61st), indicating ~39% perception gap
At current rates, full global economic parity projected in 123 years
Tanzania ranks 10th in Sub-Saharan Africa, behind Rwanda (80.4%) but ahead of Kenya (69.0%)
1.3 Comparison with East African Community Countries (2024)
Country
Overall Score
Global Rank
Economic Participation Score
Burundi
0.768
38
0.733
Rwanda
0.766
39
0.821
Tanzania
0.734
54
0.605
Kenya
0.705
75
0.688
Uganda
0.691
83
0.706
DRC
0.623
140
0.619
Data Source: World Economic Forum Global Gender Gap Report 2024, The Guardian Tanzania
East African Community Gender Gap Comparison (2024)
Analysis: Tanzania ranks in the middle of EAC countries, performing better than Kenya, Uganda, and DRC, but trailing Burundi and Rwanda. Notably, Rwanda leads the region in economic participation opportunities for women with a score of 0.821, significantly ahead of Tanzania's 0.605.
2. LABOR FORCE PARTICIPATION AND EMPLOYMENT
2.1 Labor Force Participation Rates by Gender (2019-2025)
Year
Female LFPR (%)
Male LFPR (%)
Overall LFPR (%)
Gender Gap (pp)
2019
80.0
88.0
~84.0
8.0
2020
76.09
89.1
82.2
13.01
2021
79.53
89.5
83.1
9.97
2022
76.83
88.8
82.32
11.97
2023
77.14
88.5
82.3
11.36
2025
80.0
88.0
~84.0
8.0
Data Source: Tanzanian ILFS (2020-21), World Bank, ILO, Afrobarometer 2025
Labor Force Participation Rates by Gender (2019-2025)
Key Insights:
Tanzania's female LFPR (80%) significantly exceeds Sub-Saharan Africa average of 63%
Female LFPR recovered to 2019 levels by 2025 after pandemic-related dip
Gender gap narrowed from 11.36 pp (2023) to 8.0 pp (2025)
Women concentrated in informal sectors (29% of total employment in 2020/21, women overrepresented)
2.2 Employment Rates by Gender and Age Group (2020-21)
Age Group
Female Employment Rate (%)
Male Employment Rate (%)
Gender Gap (pp)
15-24 (Youth)
70.8
78.5
7.7
25-54 (Prime Working Age)
78.2
88.9
10.7
15-64 (Overall)
75.5
84.6
9.1
Data Source: Tanzanian Integrated Labour Force Survey (2020-21)
Employment Rates by Gender and Age Group (2020-21)
Analysis: The overall employment rate gap stands at 9.1 percentage points. Youth women (15-24) face lower employment rates, suggesting barriers to entry. The gender gap widens for prime working-age groups, potentially reflecting childcare responsibilities. Employment rate of 79.9% overall indicates high economic activity.
2.3 Youth Labor Force Participation (Ages 15-35)
Category
Male (%)
Female (%)
Overall (%)
Gender Gap
Youth LFPR
82.2
77.9
80.0
4.3 pp
Employment-to-Population Ratio (Tanzania Mainland)
54.6
51.1
-
3.5 pp
Youth Employed
87.4% of economically active
87.4% of economically active
87.4%
Equal
Youth Unemployment
12.6% of economically active
12.6% of economically active
12.6%
Equal
Data Source: Tanzanian Integrated Labour Force Survey (2020-21)
Key Finding: Among economically active youth, employment rates are equal between genders, but female youth are less likely to be economically active in the first place.
2.4 2025 Employment Status by Gender (Ages 18-65)
Employment Category
Women (%)
Men (%)
Gender Gap (pp)
Data Source
Full-Time Employment
28.0
44.0
-16.0
Afrobarometer 2025
Part-Time Employment
18.0
28.0
-10.0
Afrobarometer 2025
Out of Workforce
30.0
12.0
+18.0
Afrobarometer 2025
Unemployment Rate (Ages 15+, Forecast)
3.9
2.0
+1.9
2025 Forecast*
Youth NEET Rate (Ages 15-24, Forecast)
20.0
9.5
+10.5
2025 Forecast*
*Forecast based on 2020-2024 trends: women's unemployment rising ~0.2 pp/year, youth NEET rising ~0.7 pp/year Data Source: Afrobarometer Survey 2025, Historical Trends Analysis
2025 Employment Status by Gender (Ages 18-65)
Key Insights:
Full-time employment gap widened to 16 pp in 2025, up from 9.1 pp overall employment gap in 2020-21
30% of women ages 18-65 are out of workforce (vs 12% men), including homemakers
Cultural barriers cited: 17% of women report spouses prevent them from working
Skills gaps affect both genders but impact women more (21-22% cite as employment barrier)
2.5 Labor Force Composition (Ages 15-64)
Population Category
Total (millions)
Male (millions)
Female (millions)
Working Age Population
32.03
15.70
16.33
Economically Active
26.61
13.51
13.10
Employed
24.12
12.45
11.67
Unemployed
2.47
1.06
1.43
Economically Inactive
5.42
2.19
3.23
Data Source: Tanzanian Integrated Labour Force Survey (2020-21)
Labor Force Composition by Gender (Ages 15-64, in millions)
Analysis: Women constitute 49.5% of the economically active population and represent 48.4% of total employment. However, women show higher unemployment (1.43M vs 1.06M males) and more women are economically inactive (3.23M vs 2.19M males).
3. SECTORAL AND OCCUPATIONAL SEGREGATION
3.1 Women's Employment by Economic Sector
Sector
Women (%)
Key Characteristics
Households as Employers
17.0
Domestic work, care sector
Education
14.4
Care-oriented, professional
Agriculture
11.6
Subsistence and commercial
Accommodation & Food Services
11.4
Service sector
Manufacturing
8.3
Industrial sector
Wholesale & Retail Trade
8.2
Commerce
Administrative Services
6.8
Support services
Human Health & Social Work
6.6
Care sector
Other Services
4.7
Miscellaneous
Financial Services
2.2
Formal sector
Public Administration
2.2
Government
Construction
1.5
Male-dominated
Transportation
1.4
Male-dominated
Professional/Scientific/Technical
1.3
Knowledge sector
Water Supply
0.9
Utilities
Communication
0.8
Technology
Mining
0.4
Extractive industries
Real Estate
0.3
Property
Electricity/Gas
0.2
Utilities
Arts/Entertainment/Recreation
0.2
Creative sector
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024), based on ILFS 2020-21
Women's Employment Distribution - Top 10 Sectors
3.2 Men's Employment by Economic Sector
Sector
Men (%)
Gender Composition
Transportation
17.7
Male-dominated
Agriculture
15.7
Gender-balanced
Construction
13.1
Male-dominated
Education
8.5
Female majority
Manufacturing
8.3
Gender-balanced
Wholesale & Retail Trade
7.5
Slightly female
Administrative Services
6.8
Gender-balanced
Public Administration
3.4
Male majority
Other Services
3.3
Gender-balanced
Accommodation & Food Services
2.3
Female-dominated
Mining
2.3
Male-dominated
Human Health & Social Work
2.1
Female-dominated
Professional/Scientific/Technical
1.5
Balanced
Financial Services
1.3
Slightly male
Communication
1.0
Slightly female
Water Supply
0.7
Male majority
Electricity/Gas
0.6
Male-dominated
Arts/Entertainment/Recreation
0.5
Male majority
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Employment by Occupation and Gender
Key Observations:
Women are heavily concentrated in service and sales occupations (36.5% vs 14.0% for men)
Men dominate craft trades and machine operation roles
Professional and managerial positions show gender parity
Elementary occupations employ similar proportions of both genders
3.4 Formality Status by Gender
Employment Type
Men (%)
Women (%)
Observations
Formal Employment
37.9
40.6
Women slightly higher
Informal Employment
62.1
59.4
Men slightly higher
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Formal vs Informal Employment by Gender
Analysis: Contrary to common patterns in many countries, women in Tanzania show marginally higher formal employment rates than men (40.6% vs 37.9%). This may reflect women's concentration in formal sectors like education and health.
3.5 Horizontal Gender Segregation Indices
Level
Occupational Segregation
Sectoral Segregation
Interpretation
Overall
0.198
0.304
20% would need to switch occupations; 30% would need to switch sectors for equal distribution
Primary Education or Less
0.222
0.274
Moderate segregation
Secondary Education
0.276
0.436
Highest segregation
Tertiary Education or Above
0.121
0.191
Lowest segregation
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Gender Segregation Indices by Education Level
Key Insights:
Sectoral segregation (0.304) is higher than occupational segregation (0.198)
Secondary-educated workers experience the highest gender segregation
Higher education correlates with reduced segregation
About 30% of workers would need to change sectors to achieve gender-equal distribution
4. GENDER PAY GAP ANALYSIS
4.1 Unadjusted Gender Pay Gap by Measurement Type (2024-2025)
Measurement
2024 Gap (%)
2025 Gap (% Forecast)
Interpretation
Hourly Wage
+2.9%
+2.5%
Women earn slightly MORE per hour (continuing narrowing trend)
Monthly Wage
-4.0%
~-4.0%
Women earn LESS per month (due to fewer hours worked)
WEF Wage Equality Score
-
0.61 (Rank 61)
Indicates ~39% perception gap
Difference Explanation
Working hours
Working hours
Women work fewer hours than men
Data Source: UN Women Tanzania (2024), WEF GGGI 2025
Key Finding: The raw gender pay gap continues to narrow, with 2025 forecast at +2.5% (from 2.9% in 2024), based on ~0.4 pp/year improvement trend. The WEF wage equality score of 0.61 suggests perception of inequality exceeds measured reality, potentially reflecting sectoral concentration rather than direct discrimination.
Gender Pay Gap by Measurement Type (2025)
4.2 Unadjusted Gender Pay Gap by Education Level
Education Level
Hourly Gender Pay Gap (%)
Notes
Primary or Less
Positive (small)
Women earn slightly more
Secondary
Negative (small)
Women earn slightly less
Tertiary or Above
Positive (small)
Women earn slightly more
All Levels
Negligible
No economically significant gap
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
4.3 Gender Pay Gap by Marital Status (2024-2025)
Marital Status
2024 Gap (%)
2025 Forecast (%)
Interpretation
Married
+29.9%
~+29.0%
Married women earn significantly MORE than married men
Single
0.0%
0.0%
No pay gap for single individuals
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024), 2025 Trend Analysis
Remarkable Finding: Married women continue to significantly out-earn married men in Tanzania, a unique pattern that contrasts with global trends where married women typically face wage penalties. The slight forecast narrowing to 29% may reflect increased male employment in formal sectors.
Gender Pay Gap by Marital Status (2025 Forecast)
4.4 Gender Pay Gap by Select Sectors
Sector
Raw Gender Pay Gap (%)
Who Earns More
Construction
+67.2%
Women earn much more
Education
+1.1%
Women earn slightly more
Human Health & Social Work
-12.7%
Women earn less
Wholesale & Retail Trade
-23.0%
Women earn less
Manufacturing
Variable
Context-dependent
Agriculture
Variable
Context-dependent
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Gender Pay Gap by Sector (% - Positive means women earn more)
Analysis: Gender pay gaps vary significantly by sector. Women in construction earn substantially more (may reflect skill/seniority differences in small sample). Traditional care sectors show mixed results. Service sectors show larger gaps favoring men.
4.5 Gender Pay Gap by Occupation
Occupation Type
Gender Pay Gap (%)
Notes
Elementary Occupations
-20.7%
Women earn less; largest employment category
Service & Sales Workers
Negative
Women earn less in female-dominated field
Craft & Related Trades
Positive
Women earn more in male-dominated field
Plant & Machine Operators
Positive
Women earn more in male-dominated field
Managers
Positive
Women earn more
Professionals
Positive
Women earn more
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Key Insights:
Women out-earn men in professional and managerial roles
Women earn less in elementary occupations (affecting more workers)
Paradoxically, women in male-dominated fields often earn more
Women in female-dominated service/sales roles earn less than men
4.6 Adjusted Gender Pay Gap Analysis
Adjustment Level
Gender Pay Gap
Statistical Significance
Unadjusted (Hourly)
+2.9%
Small
Adjusted (controlling for age, education, marital status, occupation, sector)
Statistically insignificant
No meaningful gap
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Critical Finding: After controlling for observable characteristics (education, experience, occupation, sector), the adjusted gender pay gap in Tanzania is statistically insignificant. This suggests that pay differences are primarily driven by occupational sorting and sector choice rather than direct wage discrimination.
4.7 Gender Pay Gap by Wage Distribution Percentile
Percentile
Adjusted Gender Pay Gap (%)
Statistical Significance
Interpretation
Bottom 10%
+8.05%
Significant
Women earn more at bottom (no "sticky floor")
10-20%
Variable
Mixed
-
20-30%
Variable
Mixed
-
30-40%
Variable
Mixed
-
40-50%
Variable
Mixed
-
50-60% (Median)
~0%
Insignificant
-
60-70%
Variable
Mixed
-
70-80%
Variable
Mixed
-
80-90%
Variable
Mixed
-
Top 1%
+19.0%
Significant
Women earn more at top (no "glass ceiling")
Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Gender Pay Gap Across Wage Distribution
Key Observations:
No "Sticky Floor": Women at the bottom 10% earn 8.05% MORE than comparable men
No "Glass Ceiling": Women in the top 1% earn 19% MORE than comparable men
Middle percentiles show minimal gender differences
Tanzania's pattern contrasts sharply with developed countries where glass ceilings are common
4.8 Leadership and Top Occupational Group Composition
Occupational Group 1 (Legislators & Managers)
Men (%)
Women (%)
Gender Pay Gap
Legislative & Constitutional Officers*
82.6
17.4
Varies
Local Authority Officials
75.1
24.9
Varies
Government Administrators
73.9
26.1
Varies
Senior Officials of Special Interest*
12.7
87.3
Varies
Directors & Chief Executives
100.0
0.0
N/A
Specialized Departmental Managers
58.4
41.6
Varies
Other Departmental Managers
64.5
35.5
Varies
Non-Departmental Managers
75.1
24.9
Varies
Other Administrators & Managers
61.0
39.0
Varies
Overall Group 1
~65%
~35%
+50% (Women earn more)
*Small sample size - interpret with caution Data Source: UN Women Tanzania Gender Pay Gap Brief (2024)
Analysis: Women remain underrepresented in top management positions (particularly as Directors/CEOs), but when they do reach these levels, they earn 50% more than their male counterparts on average.
4.9 Comparative Gender Pay Gap - Tanzania vs. Global Benchmarks
Country/Region
Gender Pay Gap (%)
Measurement Type
Tanzania
+2.9% (unadjusted hourly)
Women earn more
Tanzania
0% (adjusted)
No gap
Global Average
17-22%
Women earn less
United States
16.4% (2024)
Women earn less
European Union
5-17% (varies by country)
Women earn less
Sub-Saharan Africa
Variable
Mixed patterns
OECD Average
~12%
Women earn less
Data Sources: UN Women, OECD, World Bank, ILO
Gender Pay Gap: Tanzania vs Global Benchmarks (% - Positive means women earn less globally, except Tanzania)
Remarkable Insight: Tanzania's gender pay gap pattern is exceptional compared to global norms, with women actually earning slightly more per hour on average.
5. WOMEN'S ENTREPRENEURSHIP
5.1 Women's Business Ownership in Tanzania
Indicator
Value
Year
Comparison
Women-Owned SMEs
54.3%
2012
Majority of SMEs
Women's Share of Entrepreneurial Workforce
54%
2025
Global leadership level
Growth Since 1991
From 35% to 54.3%
1991-2012
19.3 pp increase
Women in Entrepreneurship (Global)
~35-40%
Average
Tanzania exceeds global average
Data Sources: ILO (2014), MEDA (2025), GEM Reports
Growth of Women-Owned SMEs in Tanzania (1991-2025)
Key Finding: Tanzania demonstrates global leadership in women's entrepreneurship, with women owning the majority (54.3%) of small and medium enterprises.
5.2 Characteristics of Women Entrepreneurs in Tanzania
Higher informal sector participation in urban areas
Data Sources: ILO WED Assessment Tanzania (2014), UN Women Studies
5.3 Women Entrepreneurs' Financing Challenges
Challenge
Percentage/Impact
Details
Self-Financing Required
85%
Use personal savings due to credit barriers
Attempted Loan Applications
55%
More than half seek external financing
Lack of Collateral
High barrier
Major constraint for formal loans
High Interest Rates
High barrier
Makes borrowing unaffordable
Geographic Coverage Gap
Severe in rural areas
MFIs concentrated in urban areas
Financing Gap for Women MSMEs
$1.7 billion (2025)
Critical constraint on growth
Reliance on Family/Friends
Common
Often leads to high informal interest rates
Data Sources: ILO (2014), MEDA (2025), OECD Policy Insights Tanzania (2025)
Critical Issue: Women face a massive $1.7 billion financing gap (2025 estimate), severely limiting business growth potential despite high entrepreneurship rates.
5.4 Financial Access by Gender (2024-2025)
Indicator
Women (%)
Men (%)
Gender Gap (pp)
Year
Account Ownership
54.9
65.3
-10.4
2024
Account Ownership (Forecast)
56.0
66.0
-10.0
2025
MSME Financing Gap
-
-
$1.7B
2025
Data Source: World Bank Global Findex 2024, MEDA 2025
Financial Account Ownership by Gender (2024-2025)
Key Insights:
Financial inclusion improving gradually (~1 pp/year for women)
Persistent 10 pp gap in account ownership despite progress
Women-owned MSMEs (54% of total) face disproportionate financing barriers
Gap persists despite government initiatives (Tanzania Women's Bank, Covenant Bank for Women)
5.5 Women's Entrepreneurship Barriers
Barrier Category
Specific Challenges
Legal/Regulatory
Land ownership restrictions; Business registration complexities; Customary law conflicts with constitutional rights
Financial
Lack of collateral; High interest rates; Limited MFI coverage in rural areas; Difficulty accessing formal financial services
Social/Cultural
Traditional gender roles; Reproductive responsibilities; Social pressure against women's economic independence; Cultural taboos limiting opportunities
Capacity/Skills
Limited business management training; Low education levels; Lack of technical skills; Insufficient entrepreneurship education
Inadequate business development services; Limited government support programs; Few women-specific entrepreneurship programs
Data Sources: ILO (2014), UN Women Gender Profile, Academic Research (2018-2023)
5.6 Government Initiatives Supporting Women Entrepreneurs
Initiative
Year Established
Description
Impact
Tanzania Women's Bank
2008
Specialized banking for women
Limited reach
Covenant Bank for Women
2011
Women-focused financial institution
Growing presence
Village Community Banks (VICOBA)
Ongoing
Community-based savings/lending groups
Popular among women
Public Procurement Act Amendment
2016
30% procurement set-aside for women-owned businesses
Structural support
National Microfinance Policy
2017
Guidelines for gender equality in financial access
Policy framework
National Economic Empowerment Council (NEEC)
Established 2000s
Economic empowerment programs
Varied effectiveness
Tanzania Vision 2025
Ongoing
National development strategy including gender goals
Long-term framework
Gender Policy & Strategy for Gender Development
2008
Policy framework for gender equality
Comprehensive approach
Data Sources: Government of Tanzania policies, UN Women, ILO Reports
5.7 Women's Entrepreneurship by Sector
Sector
Women's Participation
Business Size
Notes
Food Processing
High
Micro to small
Traditional female sector
Retail/Trading
Very High
Micro to small
Dominant sector
Agriculture
High
Smallholder
Subsistence and commercial
Tourism/Hospitality
Moderate-High
Micro to medium
Growing sector, gender segregated roles
Manufacturing
Moderate
Micro to small
Limited scalability
Services
High
Micro to small
Diverse sub-sectors
Technology/ICT
Low
Micro
Emerging, underrepresented
Construction
Very Low
Micro
Male-dominated
Data Sources: ILO, Tourism Research Studies, Sector Analyses
6. EDUCATION AND HUMAN CAPITAL
6.1 Educational Attainment Gender Parity
Education Level
Gender Parity Index
Performance
Primary Education Enrollment
1.000
Perfect parity
Secondary Education Enrollment
1.000
Perfect parity
Literacy (Youth Female, 15-24)
High
Strong performance
Tertiary Education
<1.000
Slight male advantage
Data Source: World Economic Forum GGGI 2024, UN Women
Key Achievement: Tanzania has achieved perfect gender parity in primary and secondary education enrollment, a significant accomplishment supporting future economic equality.
6.2 Education and Labor Market Outcomes by Gender
Education Level
Female Employment Rate Impact
Male Employment Rate Impact
Gender Gap
Primary or Less
Lower employment rates
Higher employment rates
Larger gap
Secondary
Lowest female employment rates (15-24)
Higher male rates
Largest gap
Tertiary
Higher female employment rates
Higher male rates
Smaller gap
Data Source: ILFS 2020-21, UN Women Gender Pay Gap Report
Challenge: Despite educational parity, secondary-educated women (aged 15-24) face particularly low employment rates, suggesting labor market barriers beyond education.
7. UNPAID CARE WORK AND TIME USE
7.1 Time Spent on Unpaid Care and Domestic Work
Gender
Time Spent (% of total time)
Ratio
Women and Girls (5+)
16.5%
3.9:1
Men and Boys (5+)
4.2%
-
Data Source: UN Women Data Hub (2024)
Time Spent on Unpaid Care and Domestic Work by Gender
Critical Insight: Women and girls spend nearly 4 times as much time on unpaid care and domestic work as men and boys, representing a major constraint on women's economic participation and advancement.
7.2 Working Hours by Gender (Formal Employment)
Category
Women
Men
Difference
Hours Worked in Formal Employment
Fewer
More
Significant
Reason for Difference
Higher unpaid care work burden
Lower care responsibilities
Structural
Data Source: UN Women Tanzania Gender Profile (2024)
8. POLITICAL REPRESENTATION
8.1 Women's Political Participation in Tanzania
Indicator
Value
Year
Regional Comparison
Women in Parliament
37.4%
2024
Above African average (25%)
First Female President
Samia Suluhu Hassan
2021
Historic milestone
Women in Cabinet Positions
Data limited
2024
Variable
Women in Local Government
Growing
2024
Increasing representation
Data Sources: UN Women Data Hub, IPU (Inter-Parliamentary Union)
Women in Parliament: Tanzania vs Regional Averages (2024)
Achievement: Tanzania's 37.4% female parliamentary representation significantly exceeds the global average of 26% and the African average of 25%.
Data Sources: UN Women, Government of Tanzania Legal Database
Major Challenge: Conflicting legal systems (constitutional vs. customary law) create implementation barriers despite formal legal equality.
9. GENDER-BASED VIOLENCE AND HEALTH
9.1 Gender-Based Violence Statistics
Indicator
Value
Year
Context
Women Experiencing Physical/Sexual Violence by Partner (ages 15-49)
24.3%
2018
Previous 12 months
Child Marriage (ages 20-24 married before 18)
29.1%
Recent
Ongoing challenge
Adolescent Birth Rate
112.3 per 1,000
2020
Down from 116.35 (2019)
Data Source: UN Women Data Hub Tanzania (2024)
Concern: Nearly one-quarter of women experience intimate partner violence, and child marriage rates remain high, both impeding women's economic empowerment.
Gender-Based Violence and Health Indicators
10. DATA GAPS AND MEASUREMENT CHALLENGES
10.1 Gender Data Availability in Tanzania
Indicator Category
Data Availability
Specific Gaps
Overall SDG Gender Indicators Available
45.9%
54.1% missing
Labour Market Indicators
Poor
Gender pay gap data, ICT skills
Gender and Poverty
Critical gap
Limited comparable data
Physical and Sexual Harassment
Critical gap
Lack of methodologies
Women's Asset Access (including land)
Poor
Inconsistent measurement
Gender and Environment
Critical gap
No standardized monitoring
Data Source: UN Women Data Hub (2024)
Assessment Challenge: Less than half of necessary gender indicators are available, severely limiting the ability to comprehensively track and address gender gaps.
10.2 2025 Data Availability Update
Data Type
Availability Status
Notes
2025 Global Gender Gap Index
✓ Available
WEF Report 2025
2025 Employment Rates by Gender
✓ Available
Afrobarometer 2025 Survey
2025 Wage/Pay Gap Specifics
Partial
Requires forecasting from 2024 base
2025 Youth NEET Rates
Forecast Only
Based on 2020-2024 trends
2025 Financial Inclusion
Partial
2024 base with trends
SDG Gender Indicators
~30% available
UN Women notes severe data gaps
Data Source: UN Women 2025 Assessment, WEF 2025, Afrobarometer 2025
Gender Data Availability Crisis (2024 vs 2025)
Critical Finding: UN Women (2025) highlights that only approximately 30% of gender-related SDG indicators are available with sufficient quality, urging Tanzania to strengthen data collection systems, particularly for wage dynamics, informal sector participation, and time-use studies.
11. COMPARATIVE ANALYSIS: TANZANIA VS. REGIONAL PEERS
11.1 Key Economic Gender Indicators - East Africa Comparison
Country
GGGI Score (2024)
Female LFPR
Gender Pay Gap
Women in Parliament
Rwanda
0.766 (Rank 39)
84.5%
Variable
61.3% (World leader)
Burundi
0.768 (Rank 38)
83.1%
Variable
38.5%
Tanzania
0.734 (Rank 54)
77.14%
+2.9% (unadj)
37.4%
Kenya
0.705 (Rank 75)
64.2%
~20%
27.1%
Uganda
0.691 (Rank 83)
73.8%
Variable
35.0%
Data Sources: World Economic Forum GGGI 2024, World Bank, IPU
East Africa Gender Gap Comparison (GGGI Score 2024)
Regional Position: Tanzania performs well regionally but lags behind Burundi and Rwanda in overall gender equality. However, Tanzania's female labor force participation and lack of pay gap discrimination are regional strengths.
12. SECTOR-SPECIFIC ANALYSIS: CONSTRUCTION AND MEGA-PROJECTS
12.1 Gender Wage Gap in Tanzania's Mega Infrastructure Projects (2025 Study)
Metric
Value
Interpretation
Total Wage Gap
23.74%
Women earn 23.74% less than men
Explained Gap (differences in characteristics)
8.96%
Due to education, experience, job roles
Unexplained Gap (discrimination)
14.78%
Attributable to discrimination/bias
Percentage of Gap from Discrimination
62%
Majority of gap is discriminatory
Data Source: Discover Global Society Journal (2025) - Standard Gauge Railway Project Study
Construction Sector Wage Gap Decomposition (2025)
Critical Finding: The construction sector shows significant gender discrimination in wages, contrasting sharply with the overall national pattern where pay gaps are negligible. This suggests sector-specific discrimination requiring targeted interventions.
12.2 Construction Sector Gender Wage Details
Measure
Male Average (TZS)
Female Average (TZS)
Difference (TZS)
Gap (%)
Monthly Wage
527,375
401,000 (estimated)
126,375
23.74%
Explained by Characteristics
-
-
48,397
8.96%
Unexplained (Discrimination)
-
-
77,978
14.78%
Counterfactual Female Wage*
-
449,397
-
-
*What women would earn if compensated equally for same characteristics Data Source: Discover Global Society (2025)
Analysis: If women in construction were paid the same as men with equivalent qualifications, they would earn TZS 449,397 instead of their current wages, highlighting substantial pay discrimination in this male-dominated sector.
13. TRENDS AND PROJECTIONS
13.1 Historical Trends in Gender Gap Closure (2016-2025)
Metric
2016
2020
2022
2024
2025
Trend
Overall GGGI Score
0.718
0.713
0.719
0.734
0.736
Steady improvement
Economic Participation Score
-
0.710
0.720
0.732
0.736
Improving
Female LFPR
~82%
76.09%
76.83%
~77%
80%
Recovered to 2019 levels
Women in Parliament
~36%
~37%
~37%
37.4%
~37.4%
Stable
Data Sources: World Economic Forum (2016-2025), World Bank, UN Women
Historical Trends in Gender Gap Closure (2016-2025)
Trajectory: Tanzania shows cyclical progress with strong recovery in 2025. Female LFPR returned to pre-pandemic levels (80%), and economic participation scores improved. However, full-time employment gaps widened to 16 pp, suggesting quality-of-employment concerns despite high participation rates.
13.2 Projected Time to Close Remaining Gaps (2025 Analysis)
Gap Category
Current Status (2025)
Projected Timeline
Notes
Educational Attainment
94.9% closed
<5 years
Near parity
Health and Survival
96.0% closed
<5 years
Near parity
Economic Participation
73.6% closed
15-20 years
Moderate progress needed
Political Empowerment
22.5% closed
50-100 years
Slowest progress area
Overall Economic Parity (Global)
-
123 years
At current rates (WEF 2025)
Data Source: World Economic Forum GGGI 2025, UN Women Projections
Projected Years to Close Gender Gaps
17. CONCLUSIONS AND RECOMMENDATIONS
17.1 Key Achievements (2025)
Tanzania's Strengths in Gender Equality:
Exceptional Wage Parity: Women earn 2.5% more per hour (unadjusted), with 0% gap when adjusted for characteristics
High Female Labor Force Participation: 80% LFPR, significantly above Sub-Saharan Africa average of 63%
Women's Entrepreneurship Leadership: 54% of SMEs owned by women, global leadership level
No Glass Ceiling or Sticky Floor: Women earn more at both bottom 10% (+8.05%) and top 1% (+19%)
Perfect Educational Parity: 1.000 gender parity index in primary and secondary education
Strong Political Representation: 37.4% women in parliament, above African (25%) and global (26%) averages
Improved GGGI Ranking: Moved up to 55th globally (from 57th in 2024), maintaining 10th in Sub-Saharan Africa
LFPR Recovery: Female LFPR recovered to 2019 pre-pandemic levels by 2025
17.2 Persistent and Emerging Challenges (2025)
Critical Concerns Requiring Urgent Attention:
Widening Full-Time Employment Gap: Increased to 16 pp (28% women vs 44% men), up from 9.1 pp, indicating quality-of-employment deterioration
Workforce Exit Crisis: 30% of women ages 18-65 out of workforce (vs 12% men), with 17% reporting spousal barriers
Massive Financing Gap: $1.7 billion financing gap for women's MSMEs severely constrains business growth
Unpaid Care Work Burden: Women spend 16.5% of time on unpaid care work vs 4.2% for men (3.9:1 ratio)
Political Empowerment Stagnation: Only 22.5% of political empowerment gap closed, weakest dimension
Youth NEET Crisis: Forecasted 20% NEET rate for young women vs 9.5% men (10.5 pp gap)
Data Availability Crisis: Only ~30% of gender-related SDG indicators available (down from 45.9%)
Slow Global Parity Timeline: 123 years to full economic parity at current rates
Construction Sector Discrimination: 23.74% wage gap (62% due to discrimination)
17.3 The Tanzania Paradox (2025 Update)
Tanzania exemplifies an evolving "high participation, declining quality" pattern:
Women participate in the economy at high rates (80% LFPR)
They own the majority of businesses (54%)
They face minimal wage discrimination in aggregate (2.5% gap favoring women)
BUT: Full-time employment gap widened to 16 pp, suggesting deteriorating employment quality
AND: 30% are out of workforce entirely, with cultural barriers intensifying
This 2025 data suggests that structural barriers beyond direct discrimination—such as access to capital, unpaid care responsibilities, cultural norms, and employment informalization—are intensifying rather than diminishing, creating a paradox where participation increases but quality declines.
17.4 Strategic Implications and Recommendations (2025)
Stakeholder
Priority Actions
For Policymakers
URGENT: Address widening full-time employment gap through formalization initiatives and childcare infrastructure
Combat cultural barriers: 17% of women report spousal employment restrictions—legal and awareness campaigns needed
Focus on employment quality, not just participation rates
Leverage Tanzania's entrepreneurship strength with targeted business scaling support
For Development Partners
Prioritize closing the $1.7 billion financing gap through innovative financial products
Support business scaling programs to move women from micro to small/medium enterprises
Invest in time-saving infrastructure (water, energy, childcare) to reduce 3.9:1 unpaid work burden
Fund comprehensive data collection: only 30% of needed gender indicators available
For Researchers
CRITICAL: Address severe data gaps (only 30% SDG indicators available)
Investigate causes of widening full-time employment gap (2020-21: 9.1 pp → 2025: 16 pp)
Conduct longitudinal studies on quality-of-employment dynamics
Research spousal barriers affecting 17% of women
17.5 Final Assessment (2025)
Comprehensive Assessment
Tanzania has achieved remarkable gender parity in wages and high female economic participation, placing it ahead of many more developed economies. The 2025 data shows improved economic participation scores (73.6%) and recovered LFPR (80%), indicating resilience.
However, alarming trends emerged in 2025:
Full-time employment gap doubled (9.1 pp → 16 pp)
Workforce exit increased (30% women out of workforce)
Youth NEET rates rising (forecast 20% women vs 9.5% men)
Data availability declining (30% of indicators vs 45.9% previously)
The data shows that Tanzania's gender equality challenge is not primarily about overcoming wage discrimination (already largely absent), but about:
Combating cultural barriers (17% face spousal restrictions)
Supporting business growth and formalization
Breaking down occupational segregation (30% sectoral index)
Accelerating political empowerment (22.5% closed)
Strengthening data collection systems (only 30% indicators available)
⚠ Critical Timeline Warning: At current rates, achieving full economic parity would take 123 years (WEF 2025). Tanzania must accelerate reforms, particularly addressing the widening full-time employment gap and workforce exit crisis, to fulfill its promise as a regional gender equality leader.
With targeted, evidence-based interventions addressing these structural constraints—especially employment quality and cultural barriers—Tanzania can reverse concerning 2025 trends and become a global model for comprehensive gender economic equality.
APPENDIX: Additional Data Tables
Appendix Table A1: Regional Gender Gap Rankings - Sub-Saharan Africa Top 15 (2024)
Rank
Country
GGGI Score
Economic Participation Score
1
Namibia
0.809
0.768
2
Rwanda
0.766
0.821
3
South Africa
0.765
0.711
4
Burundi
0.768
0.733
5
Zimbabwe
0.749
0.771
6
Mozambique
0.747
0.815
7
Malawi
0.740
0.802
8
Lesotho
0.736
0.729
9
Botswana
0.735
0.722
10
Tanzania
0.734
0.605
Source: World Economic Forum GGGI 2024
Appendix Table A2: Youth Employment Status by Gender (Ages 15-35)
Employment Status
Male (%)
Female (%)
Total (%)
Own Account Workers
42.3
39.5
41.0
Contributing Family Workers
38.1
41.3
39.6
Paid Employees
17.8
16.3
17.1
Employers
1.8
2.9
2.3
Source: Tanzanian ILFS 2020-21
REFERENCES
World Economic Forum. (2025). Global Gender Gap Report 2025. Geneva: WEF.
World Economic Forum. (2024). Global Gender Gap Report 2024. Geneva: WEF.
Afrobarometer. (2025). "Employment and Gender Disparities in Tanzania: 2025 Dispatch." Dar es Salaam: Afrobarometer Network.
UN Women. (2024). Gender Pay Gap and Labour-Market Inequalities in the United Republic of Tanzania. Dar es Salaam: UN Women East and Southern Africa Regional Office.
UN Women. (2025). "Gender Data Availability Assessment: Tanzania Update." Dar es Salaam: UN Women.
National Bureau of Statistics Tanzania. (2021). Integrated Labour Force Survey 2020/21 Analytical Report. Dar es Salaam: NBS.
UN Women. (2024). Tanzania Mainland Gender Profile. Dar es Salaam: UN Women.
UN Women. (2024). United Republic of Tanzania Country Data Hub. Retrieved from https://data.unwomen.org/country/united-republic-of-tanzania
World Bank. (2024-2025). Gender Statistics: Tanzania. Washington DC: World Bank Group.
International Labour Organization. (2014). Women's Entrepreneurship Development in Tanzania: Insights and Recommendations. Geneva: ILO.
MEDA. (2025). Gender in Finance Forum: Tanzania Women's Entrepreneurship Assessment. Dar es Salaam: MEDA.
Springer Nature. (2025). "Gender inequity in employment and wage disparities in Tanzania's mega construction projects." Discover Global Society.
OECD. (2025). "Tanzania: Policy insights on microfinance" in Bridging the Finance Gap for Women Entrepreneurs. Paris: OECD Publishing.
The Guardian Tanzania. (2025). "How Tanzania fares in global gender gap index 2024 rankings." Dar es Salaam.
Statista. (2024). Gender gap index in Tanzania from 2016 to 2022. Hamburg: Statista GmbH.
END OF REPORT
This research report provides a comprehensive, data-driven analysis of Tanzania's economic gender gap using the most recent available statistics through 2025 from authoritative sources including TICGL, WEF, UN Women, Afrobarometer, World Bank, and government surveys. All data has been presented in tabular format for clarity and comparability. Where 2025 data required forecasting, methodology is documented.
Published by TICGL Economic Research | February 2026
