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The UK is one of the first countries in the world to require gender pay gap reporting, which currently stands at 18.1%. However, despite this gap, new research by HR and payroll provider NGA Human Resources found that over a quarter (29%) of senior managers do not see the gender pay gap as an issue for businesses.
What are the causes of the gender pay gap?
There are a few factors causing the gender pay gap. According to the GOV.UK website, the causes are:
The UK is one of the first countries in the world to require gender pay gap reporting, which currently stands at 18.1%
What is happening with the gender pay gap?
Despite the Equal Pay Act that was introduced 45 years ago, women still earn less than men in Britain today. As a result, the government concluded that as of 6 April, UK firms with over 250 employees will be required to report on their pay gap.
The government is taking action by:
The government has already:
What did the research find?
The survey polled 250 senior decision-makers who will be affected by the legislative changes. From that, 35% of men said it wasn’t an issue, compared to 22% of women. An additional 14% of men stated there was no need to have a plan in place.
Of those who see the gender pay gap as important:
According to Recruitment International, Geoff Pearce, Managing Consultant – Reward at NGA Human Resources, said: “It is cause for concern that a significant proportion of business leaders still do not take the gender pay gap seriously. While compulsory reporting is imminent, progress towards closing the gap will only be made if [organisations] are prepared to put in place meaningful programmes.
“The government’s funding for returnships is a step in the right direction, yet it is up to individual businesses to develop them if the pay gap is to be reduced for good. By addressing their pay gap, organisations will not just have good figures to report on paper, but the commercial benefits of a diverse and fairly remunerated workforce, improving performance, productivity and profitability.”- By Hannah Sims, editor at Perkbox.
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