Christine Adeusi , communications support officer
Christine Adeusi is a communications support officer at Acas. She supports the communications team to work with internal and external stakeholders.
It has been 5 years since the gender pay gap reporting requirements came into place, requiring employers with a headcount of over 250 to take part in data collecting and reporting.
Since the initiative’s inception, the pay gap has declin! by only 0.5% with reports from the World Economic Forum suggesting it will take 132 years to close the gender pay gap worldwide if the current trajectory continues.
This year the national average for gender pay gap is now 12.9%, down 0.3% from last year. As a result, women in the UK earn on average 87p for every £1 earn! by men, ranking the UK 22nd out of 146 countries with the highest gender pay gap on the Global Gender Gap Report (PDF, 11.9MB). Iceland rank! number 1 with the lowest gender pay gap.
Despite the numbers sounding disheartening, it is still crucial to explore why efforts to achieve belgium phone number library gender equality require gender pay gap reporting as one part of the solution.
What pay gaps are
Pay gaps are essentially indicators of structural inequalities in the workforce. They can show pay inequalities between different groups within the workforce, such as ethnic minorities, and disabl! and non-disabl! people. These are both areas the government has consult! on in recent years, but mandatory pay reporting currently only applies to gender.
The gender pay gap can often be confus! with equal pay. However, they are not the same thing. The gender pay gap refers to the difference in average earnings between all men and all women. Equal pay is the legal necessity under the Equality Act 2010 that requires employers to give men and women who are doing a similar job the same amount of money.
Where this all start!
There are various reasons why there is a gender pay gap.
Stereotypes and traditions
Women historically came into the workforce late and when they did, the tone was already set. The gender! selling as a team concepts of masculinity and femininity had enter! the workforce, resulting in ‘jobs for men’ and ‘jobs for women’.
This ideology has been socialis! into us from a young age. I remember when I had the agb directory opportunity to choose my A-level subjects to help pursue future careers, there was still a clear divide where boys chose more vocational subjects (for example, IT and business), and typical subjects that girls chose were seen to be more academic (for example, sociology, humanities and English).