Policy News Journal - 2016-17

The Chartered Institute of Payroll Professionals ……………………………………………………………Policy News Journal

Alongside the tool, an online quiz has also been launched allowing people to challenge their knowledge of what the gender pay gap is for a variety of professions.

Gender Pay Gap by occupation all employees)

Occupations where average pay is most similar for men and women (i.e. GPG is closest to 0%)

Occupations with the largest GPG in favour of men

Occupations with the largest GPG in favour of women

Construction & building trades supervisors, 45.4%

Waiters & waitresses, 0.0%

Midwives, -61.8%

Financial managers & directors, 36.5%

Bar staff, 0.0%

Probation officers, -25.3%

Fishmongers & poultry dressers, - 0.0%

Printers, 35.1%

Fitness instructors, -22.9%

Financial institution managers & directors, 34.1%

Childminders & related occupations, -20.5%

Nurses, 0.0%

Assemblers (vehicles & metal goods), 33.5%

Parking & civil enforcement occupations, -18.7%

Podiatrists, -0.1%

The benefits of helping women to unlock their talents are huge – eliminating work-related gender gaps could add £150 billion to our annual GDP in 2025 . That is an opportunity that neither Government nor businesses can afford to ignore. Details of how large employers will have to report their gender pay and gender bonus pay gaps have also been published. The regulations , which have been developed in close partnership with businesses, set out how employers will be expected to collect and publish this data from next April.

This data will help employers to see where they have further to go in attracting more women into their industry or to support them so that are not held back by caring responsibilities or gender stereotypes.

The regulations, which have been publically consulted on and will now be debated in Parliament, set out the proposed requirements for employers in the private and voluntary sectors to:

Publish their median gender pay gap figures By identifying the wage of the middle earner, the median is the best representation of the 'typical' gender difference. Employers will be asked to use data from a ‘snapshot’ period in April to calculate this average. Publish their mean gender pay gap figures By taking into account the full earnings distribution, the mean look at both the low and high earners in an organisation – this is particularly useful as women are often over-represented at the low earning extreme and men are over-represented at the high earning extreme. As with the median gender pay gap, employers will use data from a ‘snapshot’ period in April. Publish the proportion of men & women in each quartile of the pay structure. This data will show the spread of male and female earners across an organisation, helping to show employers where women’s progress might be stalling so they can take action to support their career development. Publish the gender pay gaps for any bonuses paid out during the year As there is a significant issue around bonus payments in some sectors, employers will also have to publish the proportion of male and proportion of female employees that received a bonus during the year.

Jayne-Anne Gadhia, Chief Executive at Virgin Money and the Government’s Women in Finance champion, said:


Page 119

of 588

Made with FlippingBook - Online magazine maker