An estimated 8,000 organisations in the UK still need to publish their gender pay gap data.
With only 47 days to go until the gender pay gap reporting deadline, only 1,000 companies have submitted their reports. The number of organisations that have reported so far is significantly lower than the government’s expectations.
Between now and 4 April, an average of 240 organisations per working day will need to submit their reports to fill the surplice.
A summary of the reporting position based on the 1,000 submissions, analysed by Staffmetrix found that the overall median gender pay gap is currently 10.9 per cent. This figure is slightly higher than the UK’s average of 9.4 per cent for full time workers.
Public sector currently has the most submissions with 209, compared to mining and quarrying with only three submissions.
However, The Fawcett Society has already raised questions around the accuracy of some data. A number of companies have reported a zero per cent gender pay gap – a figure which is statistically improbable.
The Financial Times highlighted a number of organisations that had changed their figures after their initial submission. They included Hugo Boss which changed its data three times. While the Department of Education, which has responsibility for the gender pay gap reporting process, does not check the data submitted, the submissions are being tracked by third parties including the media.
The issue highlights some of the challenges organisations face. Gathering the required data is more complex than many companies initially thought. It has also led a number of organisations to establish whether or not they have an equal pay issue. In the case of the BBC, this led to one of their foreign correspondents Carrie Gracie being called by the Treasury Select Committee to share her views on the difference between men and women’s pay at the BBC.
Speaking about the statistics, Fiona Hathorn, CEO of Women on Boards UK (WOB UK) said, “Compulsory gender pay gap reporting combined with the Treasury Charter (which asks companies to set targets for talent management) have resulted in many organisations realising that change is needed to ensure their hiring and promotion process is fair to all as regards to information, support and opportunity.”
“Fear is clearly gripping many companies, who are not necessarily in contravention with the equal pay laws but who none the less now need to understand, publish and explain their pay data to their staff, clients and future employees.”