As you will see, the contracting market is quite heavily male dominated with only 1 in 3 contractors being female, this may be due to circumstances of females returning to work post families. We also tend to see that at the higher end of the quartile there are fewer females entering into this profession because of the lack of security with regards to consistent income. Working as a contractor in the UK can mean that you may be in a position whereby there are times within an annual period whereby no work is available, or not required, therefore we tend to see higher rates of pay to cover this and the niche skill set available to end clients, this may limit the number of contractors who would feel comfortable to engage in this type of working. Some males or females may not feel comfortable with the uncertainty of roles available.”
CIPP comment The latest webcast from the Policy team highlights considerations for employers in the first year of gender pay gap reporting. CIPP webcast on Gender Pay Gap Reporting
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Department for Education reports gender pay gap 3 July 2017
The Department for Education is the first government department to publish its gender pay gap and bonus pay gap , setting an example to other employers on promoting gender equality in the workplace.
The department has reported a mean pay gap – the difference between average salaries for men and women - of 5.3% and a median pay gap of 5.9%. This is compared to the UK’s national gender pay gap of 18.1% which is the lowest since records began in 1997. The pay gap data will be published by all government departments and large private companies by April 2018 – shining a light on workplaces to see where there is more to do, and helping people make informed decisions about their career.
The Department for Education is committed to reducing its gender pay gap and has introduced a range of initiatives to support women in the workplace, including:
Support for women returning to work : through shared parental leave, job sharing or part time opportunities. The department has also updated its guidance on supporting staff returning from maternity or adoption leave. Helping women progress in their careers: through talent management schemes such as the Positive Action Pathway, open to all from protected characteristic groups. Providing networks: the departmental women’s equality network, Network 58, runs upskilling events, promotes campaigns and holds talks to support women in the workplace. Monitoring pay: to identify any pay differences and take targeted action where appropriate. Improving the recruitment process : the department has anonymised the application process to reduce unconscious bias and ensuring that all interviewers have undergone unconscious bias training. Focus on gender equality: the department has made gender equality a central part of the departmental Diversity and Inclusion strategy.
These initiatives have helped to create a culture that supports women in the workplace and have been supported by strong leadership across the organisation, helping to close the gender pay gap.
In April, the UK became one of the first countries in the world to require mandatory gender pay gap reporting, a key part of the government’s work to eliminate the gender pay gap. Private, public and voluntary sector employers with 250 or more employees will be required to publish their gender pay gap and bonus pay gap by April 2018. The information published shows the department has also reported a mean bonus pay gap of only 0.8% and a 0.0% median bonus pay gap. Its bonus awards are based on performance and this 0.0% pay gap reflects the fact that men and women’s performance is valued equally and fairly.
Breaking down the gender pay gap data by quartiles has helped the department to identify exactly where attention should be focused. Over half (55%) of the department’s senior civil servants are female and there is a higher
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