Gender Pay Gap Moving Forward 22 May 2018 Sam Smethers, Fawcett Society Chief Executive @Samsmethers, sam.smethers@fawcettsociety.org.uk www.fawcettsociety.org.uk @fawcettsociety #localandequal facebook.com/fawcettsociety
About us The leading UK charity campaigning for gender equality & women s rights. Campaigning for over 150 years.
Why close the pay gap? Top quartile for gender equality 21% more likely to be profitable 150 billion + in 2025 840,000 more women in work 35% - women in more productive sectors Mckinsey 2016 & 2017
Why gender equality & diversity? Good for business Better decision-making More efficient labour market Best person for the job Represent customers & communities The right thing to do
GPG reporting so far Over 10,500 employers have reported for 2017-18 78% report a gender pay gap 14% pay women more than men Over half report gaps of less than 20% Large employers tend to have smaller gaps Lower than industry average figures Bonus gaps are much bigger
GPG reporting Transparency? Accountability Ownership Action?
What has been the impact? Beginning to talk about pay Disruptive Women feeling undervalued Employers engaging some for the first time Focus on what happens next
Proactive action Data analysis Communication Action plan
What are the causes of the pay gap? Occupational (& educational) segregation Vertical segregation (men at the top, women at the bottom) Unequal impact of caring roles Poor quality part-time work discrimination
What can you do? Recruitment & progression, sponsorship Policy & practice job design, leave, flexibility Challenge & change attitudes, address bias Provide leadership & role models Culture
What should government do? Auto-enrol for STEM subjects Flexibility by default Longer & better paid dedicated leave for fathers Better protections from pregnancy discrimination A new duty to prevent discrimination & harassment Time limits on equal pay claims
GPG reporting next steps Separate part-time and full-time Include senior partners Lower the threshold down to 50 Include ethnicity Sectoral analysis and solutions A closer look at bonus pay gaps
Gender pay gap by ethnicity 30.0% Fig. 2 - Aggregate Gender Pay Gap With White British Men by Ethnicity (2010s) 25.0% 20.0% 15.0% 10.0% 5.0% 0.0% -5.0% -10.0% -15.0% -20.0% White British Black African Black Caribbean Chinese Indian Pakistani & Bangladeshi White Irish White Other Fawcett Gender pay gap by ethnicity 2017
Next steps
References Fawcett Society Gender Pay Gap reporting briefing 2018 https://www.fawcettsociety.org.uk/gender-pay-gap-reporting-deadline-briefing Fawcett Society Equal Pay Day briefing 2017 https://www.fawcettsociety.org.uk/equal-pay-day-2017-briefing Fawcett Society Gender Pay Gap by ethnicity 2017 https://www.fawcettsociety.org.uk/gender-pay-by-ethnicity-britain McKinsey (various) https://www.mckinsey.com/featured-insights/gender-equality IPPR The State of Pay: demystifying the gender pay gap 2018 https://www.ippr.org/files/2018-05/state-of-pay-may18.pdf WISE campaign useful resources for STEM employers https://www.wisecampaign.org.uk/