The Deadline For Gender Pay Gap Reporting Closes This Week, So What Can We Learn? In April 2017, the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into effect. Commonly referred to as ‘Gender Pay Gap Reporting’, these rules oblige employers with over 250 staff to publish information about the Gender Pay Gap in their organisation.
The Gender Pay Gap is the fact that women generally get paid less than men. Equality legislation is now 4 decades old and whilst the UK Government proclaim that the gap is the lowest that it has ever been, there still remains a gap.
There may be many explanations as to why any particular organisation has a gap. These explanations may well be reasonable and non-discriminatory. However, the UK is working to reduce the gender pay gap and create a more balance fairer society.
The deadline for relevant companies to publish their gender pay gap finishes this week. According to the latest figures, women are paid an average of 86p for every pound paid to men, reported The Guardian. So far, 5,079 companies have revealed their gender pay gap, which includes a selection of charities, government bodies and private firms.
Every employer must publish this data on their website and a specific centralised UK Government website. This ensures that the information is available to the public.
Whilst there is no obligation to explain or address a gender pay gap, it is wise to do so in order to show that any gaps are not the result of discrimination but as a result of another factor and/or that you are an equal opportunities employer and intend on reducing the gender pay gap.
The latest figures have shown that mining companies, financial institutions and construction firms were some of the worst offenders for offering a fair gender pay, posting a gap of 26%, 23.5% and 22%, respectively.