The UK has one of the highest gender pay gaps in Europe and pay
reporting can only be the first step in closing it, says
the Business, Energy and Industrial Strategy
Committee in a report published today. The
report recommends a widening of the net of companies required to
report and for companies to be required to publish action plans
and narrative reports on what they are doing to close the gap.
The report notes that while the median pay across the economy is
18% in favour of men, at an organisational level, the new figures
reveal some alarming truths: with gender pay gaps of over 40% not
uncommon in some sectors and 78% of organisations reporting
gender pay gaps in favour in men. New analysis by the Business
Committee finds that 1,377 employers (13% of the total) have
gender pay gaps in favour of men of over 30%.
The Committee notes that only around half the members of the UK
workforce are expected to be covered by the present reporting
requirements. Recognising evidence that the pay gap is higher in
smaller businesses, the report calls on the Government to widen
the net of organisations required to publish gender pay gap data
to those with over 50 employees (from the current 250).
The report recommends that organisations should be required to
publish, alongside the figures, an explanation of any gender pay
gap and an action plan for closing the gap, against which they
must report progress each year, as part of normal reporting
requirements.
MP, Chair of the Business,
Energy and Industrial Strategy
Committee said: “Gender pay reporting has
helped to shine a light on how men dominate the highest paid
sectors of the economy and the highest paid occupations within
each sector. Our analysis found that some companies have obscene
and entirely unacceptable gender pay gaps of more than 40 per
cent.
“Transparency on gender pay can only be the first step. The
gender pay gap must be closed, not only in the interests of
fairness and promoting diversity at the highest levels of our
business community, but also to improve the country's economic
performance and end a monstrous injustice.
“A persistent gender pay gap shows that companies are failing
to harness fully the talents of half the population. The
penalties of working part-time, both financial and in terms of
career progression, are a major cause. Companies need to take a
lead. For example, why aren’t they offering flexible working at
senior levels? They must look at why they have a pay gap, and
then determine the right initiatives, policies and practices to
close it. Chief executives should have stretching targets in
their Key Performance Indicators and be held to account for any
failure to deliver. Our report recommends that the Government
requires all organisations with over 50 employees to publish
annual gender pay gap data from 2020.
“The Prime Minister spoke about the ‘gender pay gap’ as a
‘burning injustice’ and of closing the gap for good within a
generation. It’s now time for the Government and businesses to
deliver on that ambition.”
The Committee’s report calls for clarification of the way in
which the remuneration of equity partners is included in the
gender pay figures, before next year’s figures are published. The
report notes that the exclusion of the highest paid people in
organisations made “a nonsense of efforts to understand the scale
of, and reasons behind”, the gender pay gap and that the
Government was wrong to omit the remuneration of partners from
the figures required in the Regulations. The report recommends
that the Government uses the guidance to clarify how data on
partner pay should be calculated and included in time for the
publication of data next year.
ENDS
Editor’s note
On 17 April, the Committee took evidence from Sam
Smethers, Chief Executive, Fawcett Society, Brenda Trenowden,
Global Chair, 30% Club, and Alice Hood, Joint Head of Equality
and Strategy Department, Trades Union Congress. A full transcript
of the session is available here.
On 15 May, the Committee took evidence from Kevin
Goodman, Group Director of Organisation and Development, Babcock,
Sophie Dekkers, UK Director, Easyjet, Sheila Flavell, Chief
Operating Officer, FDM Group, Jo Volk, Director of Talent and
Development, Balfour Beatty, Louise Meikle, Director of HR,
Slaughter and May, Laura Hinton, Chief People Officer,
PricewaterhouseCoopers, Sheila Wild, Founder, Equal Pay Portal,
and Seamus Nevin, Head of Policy Research, Institute of
Directors. A full transcript of the session is
available here.
Committee Membership: MP (Chair) (Lab, Leeds West)
MP (Lab, Gedling) (SNP, Inverness, Nairn,
Badenoch and Strathspey) MP (Con, Stirling) MP (Lab, Hove) Mr MP (Con,
Bridgwater and West Somerset) Sir Patrick McLoughin MP (Con,
Derbyshire Dales), MP (Lab, Ynys Môn), MP (Con, Rugby) MP (Con, Eddisbury)
MP (Lab,
Redcar).