Department of Justice’s Post

After reviewing our data, ASK4 is delighted to publish its Gender Pay Gap Report, showing a median pay gap of just 0.6%, far below the UK average of 14.3% (as reported by the Office for National Statistics).     Companies with over 250 employees are required to publish gender pay gap information, and although ASK4 falls just below of this threshold, we are pleased to publish our data early. We look forward to remaining committed to equal pay. Our full report can be found below 👇 https://lnkd.in/eZbQFbPE

PAY GAP: So it’s now official that a large majority (up to 80%) of the pay gap is related to gender. Not women taking lower-paid jobs or working part-time as argued previously. 'The solution is simple'. Says Cindy Gallop. 'Increase women’s salaries to parity with every man doing the same job or reduce the salary of every man to parity with every woman doing the same job'. It’s time. Women need to demand a ‘close the gap year’. A formal date for companies to once and for all resolve the issue. Let’s make Dec 2025 the time when the conversation about the unfair pay gap is resolved for good. #closethegap25.

The gender pay gap has dropped to a record low of 11.5% under the Albanese Labor Government, thanks in no small part to the efforts of union members winning substantial pay rises in industries like Aged Care and Early Chilldhood Education and Care. Industries where the majority of workers are women, and have been historically underpaid and undervalued. But what exactly is the gender pay gap, and why as union members should we be doing everything we can to close it? In short, the gender pay gap is an average of the difference of men and women's earnings across organisations, industries and the entire workforce. It highlights the barriers women face in the workplace, including: 🌟 bias in hiring and pay decision (conscious and unconscious) 🌟 jobs in female-dominated industries being undervalued and underpaid 🌟 lack of workplace flexibility for women with caring responsibilities 🌟 the disproportionate share of domestic and care work women take on Find out more and read our Gender Pay Gap fact sheet. Link in first comment below 👇 🔗

The Office for National Statistics recently highlighted the gender pay gap breakdown by age range, revealing concerning figures. - 18-21 years old: -0.2% - 22-29 years old: 3.0% - 30-39 years old: 4.7% - 40-49 years old: 10.3% - 50-59 years old: 11.2% - 60-69 years old: 14.2% The EU Pay Transparency Directive is set to play a pivotal role in addressing this issue. Companies are increasingly focusing on salary bandings and benchmarking to ensure fair compensation. At PageConsulting, we assist our clients with salary benchmarking and total reward benchmarking. Feel free to connect for further insights with myself or Lucy Ponder #GenderPayGap #SalaryBenchmarking #PayTransparencyDirective #PageConsulting

Today is Ethnicity Pay Gap day. In the UK, we have had mandatory gender pay gap reporting since 2017. This has incentivised businesses to build initiatives based on closing the gap between male and female pay. Since 2018, mandatory ethnicity pay gap reporting has been recommended to the government, but this recommendation has been rebuffed in various ways, despite the growing gap in income disparity among ethnic groups. Ethnicity Pay Gap day has been established by Dianne Greyson as part of her huge efforts to highlight the opportunity we are all missing here to enrich our both businesses and our communities. Labour has targeted mandatory reporting on the ethnicity pay gap for this government administration, and yet many businesses are not yet even engaging in voluntary collection and reporting of this data. Not all pay gaps come from discrimination, but no pay gaps are closed without direct initiatives and measurable data. And this isn't about "everyone being paid the same", it's about everyone having equal access to the opportunity to be paid. What is your business doing to prepare for this? How is your business demonstrating to your ethnic minorities that pay equity is as important to leadership, as it is to employees?

Gender pay gap data provided by employers to the UK Government finds that the median pay gap is 9.03% This piece outlines practices found to help employers wishing to improve their gender balance, including: - Widening flexible working opportunities - Reviewing the criteria and assumptions around recruitment and promotion - Analysing the outcomes of people policies and practices. While these are great, I think for real progress to be made, society and government must also do their part in changing gender biases and stereotypes... What do you think?💭

Are British employers making progress in reducing the gender pay gap? Read the latest research from CIPD... CIPD analysis of the gender pay gap data provided by employers to the UK Government’s gender pay gap reporting database finds that the median pay gap is 9.03%. Or, for every pound the typical male employee gets, the typical female worker receives 91 pence. Charles Cotton looks at trends and developments in gender pay gap reporting in Britain, highlights implications and makes recommendations for HR teams... Source: CIPD https://lnkd.in/eafVMmzT #genderpaygap #news #HR #pay #UK #employment #recruitment

The difference between men's and women's average hourly wages across the workforce is referred to as the gender pay gap. Companies are required under the Gender Pay Gap Information Act 2021 to report on their hourly gender pay gap using a variety of measures. Companies with more than 250 employees started to report on their gender pay gap in 2022. Now, companies that employ over 150 individuals are required to submit a gender pay gap report for the first time in 2024. The following link will take you to the Regulations, which outline how these calculations will be conducted in detail: https://lnkd.in/d6S4Fb7u #genderpaygap #genderequality #genderpaygapreporting

👉🏼 Are we there yet? In the UK, for every pound the typical male employee gets, the typical female worker receives 91 pence. This has been the lowest gap so far but what more needs to be done? Interesting read on whether British employers are making progress in reducing the gender pay gap 👉🏼 #womensupportingwomen #equalpay #womeninbusiness https://bit.ly/4c60Bc7

Government-mandated reporting of gender pay discrepancies has been a subject of much debate in the last 5-10 years. Those arguing for this legislation argue that it will help to address the persistent gender wage gap. Opponents insist that not only is that unlikely; it will also increase companies’ administrative burden and decrease profits. Until recently there has been no strong evidence to support either side. However, researchers have just conducted the first empirical study on the impact of mandatory wage transparency. That study’s results suggest that disclosing disparities in gender pay does in fact narrow the gender wage gap. The results showed that from 2003 to 2008, the gender pay gap at mandatory reporting firms shrank 7%, from 18.9% to 17.5%, while the gap at control firms stayed steady at 18.9%. This improvement came without a negative effect on firms’ net income.