BDO LLP | UK GENDER PAY GAP
02
At a glance
From a statistical perspective, it is evident that there has not been any substantial shift in any of the reported metrics. This outcome might not be entirely unexpected, although it is still somewhat disappointing. However, we do believe the Regulations have had some positive impact on closing the GPG as we can see improvements have been made in several areas, as shown below. More importantly, the transformation in attitudes and the evolution of disclosure practices have been a key driver for companies to prioritise the development of action plans aimed at addressing gender pay gaps and broader DEI agendas. While more changes are evidently necessary, it is important to acknowledge that gender pay disparities are deeply embedded in the society and require a considerably longer time frame than just six reporting years to rectify.
2. Data shows higher representation of females in higher paid positions
1. Both mean and median hourly pay gaps have narrowed over the reporting periods
Female representation in Upper quarter
2017/18
38.80%
15.07% In 2017/18
12.97% In 2022/23
2022/23
40.69%
Mean hourly pay gap
Female representation in Upper Middle quarter
2017/18
44.95%
13.21% In 2017/18
12.07% In 2022/23
2022/23
45.86%
Median hourly pay gap
3. The industries with historically highest GPGs have made some progress to close pay gaps over the six reporting years. Although we see the biggest reduction in GPG across industries with relatively lower pay gaps, such as the Public Sector and Manufacturing, some of the traditionally male-dominated sectors such as Mining & Quarrying and Technology have also reported some significant decreases in GPG over the reporting period. Additionally, many of these industries have experienced the most significant increase in the percentage of females occupying positions in the Upper and Upper Middle quarters.
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