With the April deadline for companies with more than 250 employees to report their gender pay gap data drawing ever closer, only around 700 of an estimated 9,000 affected organisations have so far published their figures.
In an analysis of the data from the first 570 organisations to publish, People Management found that the average gap in mean hourly pay between men and women is 11 per cent.
Among individual companies, this figure is surprisingly inconsistent, with the highest pay gap reported at 64.8 per cent (Phase Eight Fashion) and the lowest – where a negative percentage indicates a pay gap in favour of women – at -46.4 per cent (Sweet Dreams).
When analysed by sector, the results are equally variable:
- Perhaps unsurprisingly, the financial services, construction, and scientific and technical industries had the three highest pay gaps for hourly pay, with 27.5 per cent, 19.5 per cent and 16.8 per cent respectively – eluding to less female representation in the top jobs.
- At the other end of the scale, the health and social care sector boasted the lowest gap for hourly pay – at 5.4 per cent – implying a more even spread of women in the top jobs as well as at lower levels.
- The financial services industry fared equally poorly in the analysis by bonus pay, with the highest gap at 51.2 per cent.
There were also some more unexpected results in the sector comparisons:
- The housing and property sector has the lowest mean gender pay gap for bonus pay at -37.6 per cent – in favour of women.
- The manufacturing sector has the second-lowest mean pay gap for hourly pay, with 7.2 per cent, indicating a higher-than-expected representation of women in higher-level jobs.
- With the fourth-highest gap for bonus pay (26.4 per cent) and the sixth-highest for hourly pay (12.4 per cent), the retail industry sat higher up both lists than expected, given that 60 per cent of the total workforce is female.
As part of a feature on the gender pay gap in the February 2018 issue, People Management also spoke to a number of HR leaders about how their organisations have calculated their pay gap data; how they communicated their figures internally and externally; and what the gap means for them in the long term.