100 per cent of UK employers have published gender pay gap data


For the first time ever, 100 per cent of UK employers have published their gender pay gap data.

Under new regulations that came into force in April 2017, all employers with over 250 employees are required to report their gender pay gap data.

All 10,000 UK employers that the Government has identified as having over 250 workers have now published their data.

However, the data shows that more than three out of four of the UK companies that fall under regulations, pay their male staff more on average than their female staff. More than half give higher bonuses to men, on average, than women, and over 80 per cent have more women in their lowest paid positions than in their highest paid positions.

The Government Equalities Office has also published a new ‘What Works’ guidance for companies to help them improve the recruitment and progression of women and close their gender pay gap.

The report includes recommendations to assess candidates based on actual tasks they would be expected to perform in their role, and make interviews more structured to avoid unfair bias creeping in; encourage salary negotiation by showing salary ranges, as women are currently less likely to negotiate their pay than men; and introduce transparency to pay, promotion and reward processes.

Penny Mordaunt, Minister for Women and Equalities, said, “It is appalling that in the twenty-first century there is still a big difference between the average earnings of men and women.”

“While I am encouraged that over 10,000 employers have published their data, these figures set out in real terms for the first time some of the challenges and the scale of this issue.”

“We need to take action to ensure businesses know how they can make use of their best talent and make their gender pay gaps a thing of the past.”

Equality and Human Rights Commission Chief Executive, Rebecca Hilsenrath, said, “Building on the work by the Government Equalities Office, our enforcement approach has proved to be successful, resulting in full compliance by all those considered to be in scope.”

“We have been clear that it is not only the right thing to do but that we would use all our enforcement powers where employers failed to report.”

“They have taken our warnings seriously and avoided costly court action.”

“We will now be turning our attention to the accuracy of reporting.”

About the author

Alison is the Digital Content Editor for WeAreTheCity. She has a BA Honours degree in Journalism and History from the University of Portsmouth. She has previously worked in the marketing sector and in a copywriting role. Alison’s other passions and hobbies include writing, blogging and travelling.
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