05 UK GENDER PAY GAP | BDO LLP
Trend 2: Female representation Hourly pay quarters
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We observe a positive movement between 2017/18 and 2022/23, albeit a very small one, in the representation of female employees positioned in the Upper and Upper Middle hourly pay quarters, as shown in Fig. 4 below.
Fig. 4: Female representation in hourly pay quarters Female presentation in hourly pay quartiles
Upper
Upper Middle
34% 36% 38% 40% 42% 44% 46% 48%
2017/18
2018/19
2019/20 2020/21
2021/22
2022/23
4.9% Upper quarter
2.0% Upper Middle quarter
Increase of female representation between 2017/18 and 2022/23
The quarter analysis plays a pivotal role in evaluating the impact of the Regulations. The increase in the proportion of females in the Upper and Upper Middle quarters signifies a greater presence of women in higher-paying positions in their respective reporting entities, which is a critical shift needed to close the GPG. Overall, this is a positive trend over the last six reporting years, demonstrating that entities are making a slow but stable progress in increasing the female representation in top pay quarters. We do observe a small deviation from this trend in 2020/21 and 2021/22. This is most likely due to the COVID-19 pandemic which had a disproportionate impact on women’s employment, including those in senior positions.2 The rise in 2022/23 is an encouraging development. However, the setbacks caused by the pandemic once again highlight that increasing the number of women in employment generally and in senior higher paid positions is a complex process which cannot be resolved through company initiatives only, and requires wider societal actions.
2. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/seven-charts-that-show-covid-19s-impact- on-womens-employment.
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