With the deadlines for reporting having passed, several key findings have already become readily apparent from the gender pay gap reporting data that has been published.
Gender Pay Gap Reporting Data
Some of the key findings from the gender pay gap reporting data are as follows:-
- Half of all of the organisations that reported did so during the last week before the deadlines expired. Moreover, 1500 organisations left it till the last day, whilst 1557 organisations failed to report. 238 organisations, who did not need to report at all, did so voluntarily anyway
- 78% of the organisations pay men more than women
- 14% of organisations pay women more than men
- 8% of the organisations stated that there was no gender pay gap
- Across all of the organisations that reported, there was a 9.7% median pay gap in favour of men
- Men receive higher bonuses than women, with finance firms having the largest gap
- On average, the higher up the pay scale you go, then the percentage proportion of those jobs held by men gets higher and higher and vice versa. That is, men massively outnumber women in terms of senior and management roles
- Not one sector of the economy pays women more than men, with even the education sector registering a 20% pay gap. Indeed, 40 of the 100 organisations with the largest pay gaps were academy trusts or schools.
- There have been calls for ethnicity pay gap reporting and disability pay gap reporting, in addition to gender pay gap reporting.
The Prime Minister, Theresa May, described the the gender pay gap as a “burning injustice.” She said: “major injustices still hold too many women back. A hundred years ago, some women first won the right to vote. But for all the welcome progress in the decades since, major injustices still hold too many women back. When I became Prime Minister, I committed myself to tackling the burning injustices which mar our society. One such is the gender pay gap. It is essential that we do so. Most importantly, because equality for women is a right, and our whole society is the poorer as long as it remains unrealised. There is also a clear economic imperative. It is estimated that if women and men enjoyed parity in their hours, pay and seniority at work then we could see up to £150 billion added to our GDP. By making this information public, organisations will no longer have anywhere to hide. We will have established a baseline from which to hold them to account in the future. Shareholders and customers will expect to see improvements, and will be able to hold organisations to account if they fail to achieve them.”