The gender pay gap has been an issue within employment for years, across a range of industries, with women receiving on average 20% less pay than men. It may seem an archaic concept in 2016, but it still affects a vast number of companies and businesses with little to no exposure.
The pay gap
The 1970 Equal Pay Act outlined that men and women should, by law, be entitled to the same pay and no discrimination or favourable treatment should be permitted. Despite this, the pay gap exists, especially in higher-wage employment with fewer women in senior executive roles. Recent studies suggest that this pay gap widens further still after a woman has had their first child, reaching as high as 30% 10 years after the child’s birth.
The pay gap is not limited to the salary difference; it also relates to opportunities for promotion and pay rises. Women are just as likely to ask for a pay rise, though are 25% less likely to get one compared to men, further demonstrating the inequality and discrimination against gender.
Exposure from 2017
In February of this year, it was announced that businesses who employ more than 250 members of staff will be forced to display the gender wage difference in 2017. This will reveal which companies have the widest pay gaps in a force to address the issue openly. These new league tables will be required to be updated yearly, with gender pay gap information displayed on a company’s website for future employees to see.
To ensure your company doesn’t fall into the pay gap bracket, offer your staff fair wages and equal opportunity. If you’d like assistance with your payroll, Cintra Payroll provides a range of payroll services to save you time and money.
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