Recent news headlines have been awash with shocking statistics about Britain’s growing pay gap between male and female employees. In a modern society where more and more women are populating senior roles in organisations, it seems unbelievable that such a thing as the Gender Pay Gap should still exist at all.
The recent BBC pay scandal that hit the headlines earlier this year brought the subject to the forefront of the public mind. The Gender Pay Gap is certainly the topic on everyone’s lips both inside and outside of parliament, and getting people talking about the issue is the first step towards tackling it.
Being able to have these conversations openly, whether it’s a casual debate with friends or fighting for change in your workplace, can only be a positive thing. However, despite this increase in awareness, the figures paint a bleak picture about how far women still have to go to achieve equality with their male colleagues.
So what are the statistics?
According to the Office for National Statistics (ONS), the UK’s Gender Pay Gap still stands at 9.1% based on median hourly earnings.
Recently published figures by the ONS also show the gap varies by region, with London having the largest difference of 15.1%, despite having the narrowest two decades ago.
Women’s rights campaign group the Fawcett Society recently raised concerns that progress into closing the pay gap in the UK has ‘stalled’. The charity warned that if the pay gap for full time workers remains closing at the same rate it has over the past five years, it will take 100 years to close completely.
What are your legal obligations for reporting your organisation’s Gender Pay Gap?
All organisations employing more than 250 staff are required by law to publish details of their Gender Pay Gap. The deadline for due reports is fast approaching, with public sector organisations expected to have published theirs by March 31st 2018, and private sector companies having until 5th April 2018.
Reports are required to cover mean and median pay figures for both genders, including any bonus payments, plus details on the proportion of men and women in each quartile of the pay structure to demonstrate women are being recruited in senior roles.
As closing the Gender Pay Gap has been identified as a key priority, the Government are also encouraging organisations to publish detailed action plans alongside their reports, outlining a strategy and steps they will take to maintain evidence of progress.
What can employers do to help close the gap?
There is no quick fix to tackling gender inequality in pay. It requires a multi-faceted approach of effective reporting procedures now and in the future, openness and honesty about areas you can improve on, and the need to embed real cultural change within organisations.
In order to address the concerns of employers across the public and private sectors, Understanding ModernGov are pleased to be holding a one-day training course, ‘Reporting the Gender Pay Gap’, running in Central London on Tuesday 13th February 2018.
Chaired by Sam Smethers, Chief Executive of The Fawcett Society, the course will provide an update on ongoing policy reform, and equip delegates with the tools to maintain evidence of gender pay gap progression within their organisations.
Get involved in the conversation!
What issues has your organisation faced regarding reporting your Gender Pay Gap? What advice can you give other employers to encourage cultural change and gender equality? We’d love to hear from you. You can tweet us using #UMGTraining @UModernGov.
If you would like to discuss any of the details you have read in this blog; including our ‘Reporting the Gender Pay Gap’ course on Tuesday 13th February 2018, please contact us on 0800 542 9440 or email email@example.com.
Can’t make the date?
We can also run this course for you In-house, at your organisation or a venue of your choice, on a date to suit you.
Contact our In-house training team on firstname.lastname@example.org or call 0800 542 9414 to find out more.