We’re told this represents the difference between men and women’s average salaries, reflecting the types of jobs women ‘tend’ to enter & the levels of seniority they reach.
But I wonder if women would ‘tend’ to enter these types of jobs as much if they were given a better choice, or if more men took on more family responsibilities?
Where we’re at in 2015
Minister for Women and Equalities Nicky Morgan reminds us that…
“100 years on from the Suffragette movement, we still don’t have gender equality in every aspect of our society.”
And Chief Executive Officer of the Chartered Management Institute Ann Francke said:
“One of the biggest drivers of gender pay discrepancy, especially at senior levels, is the bonus gap. Bonuses are also where gender bias can creep in easily as they are amongst the least transparent forms of pay.
There’s a tendency to reward those in our own image or to think that because men may be the ‘main breadwinners’ they deserve higher bonuses. And men often negotiate harder or trumpet their achievements more readily.”
Let’s look at this Government’s record…
The government can legitimately claim credit for
+ hitting the female Director target of 25 per cent (FTSE 100 companies)
+ more women-led businesses than ever before
+ increasing the number of majority women-led SMEs to around 1 million (20%) in 2014, by some 170,000 from 2010
+ virtually eliminating the gender pay gap among full-time workers under 40
+ some 233,000 women starting an apprenticeship
+ giving 285,000 couples per year access to shared parental leave
+ introducing 30 hours of free childcare
+ giving 20.6 million employees the ability to benefit from flexible working
+ rolling out a new careers service showing schoolgirls that no profession is off limits
New Measures to eliminate the Gender Pay Gap
In July, the Prime Minister announced plans to end the gender pay gap in a generation and the government is now pledging to:
+ force larger employers to publish information about any bonuses as part of their gender pay gap reporting
+ extend gender pay gap reporting beyond private and voluntary sector employers to include the public sector
+ eliminate all single gender Boards in the FTSE 350
We await new regulations addressing these areas following a recent consultation asking employers and employees to say how, when and where this data should be published.
Women On Boards progress
Earlier this year, the UK hit the 25% target for Women on Boards set by Lord Davies and supported by the government back in 2011.
Lord Davies is now preparing to release his final report on women on boards, which will outline his recommendations.
We’d like this to recommend fifty:fifty for our gender ambition, recognising that Female Executive Directors are the preferred way forward as they are more likely to be full time employees, informed by, and therefore able to influence internal business culture, whereas NEDs are usually temporary and part time appointments without that inside knowledge or experience.
Yes we’re clearly on the right track now but we’ve still got a long way to go before women can feel fairly represented in all areas. Including politics of course.
NB: The new Women’s Equality Party is taking on BIG issues with women’s best interests at heart. You can find out more here and if you feel strongly, as I do, that women need their own representation please join #WE to nudge female progress along in all areas.