Gender Pay Reporting 18th January 2018

How we got to where we are S78 Equality Act 2010 – the power to make regulations requiring private sector and voluntary sector employers employing more than 250 people to publish gender pay gap information S78 Equality Act 2010 – brought into force 22 August 2016 S153 Equality Act 2010 – the power to make regulations to impose specific duties on public authorities to enable better performance of their general public equality duty. Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017

Where we are now The government website for reporting information is up and running: https://gender-pay-gap.service.gov.uk/viewing/search-results 578 employers have uploaded information across the public, private and third sector. Full time women earn 9.4% (median)/13.9% (mean) less than men. The part time pay gap is much larger.

The reporting site

Example information Employer Name Difference between men and women as a percentage of male pay (mean) Difference between men and women as percentage e of male pay (median) Female bonus as a percentage of male bonus using mean bonus rates Female bonus as a percentage of male bonus using median bonus rates Rectella Ltd. 54.2 88 467 Peninsula Learning Trust 35.2 59.8 Healing Multi Academy Trust 29.6 55.5 The Office for Nuclear Regulation 32.9 55.3 22.4 9.2 OCEAN LEARNING TRUST 35.9 55 PHASE EIGHT (FASHION & DESIGNS) LIMITED 64.8 54.5 22 62.4 Invictus Education Trust 27.8 Lady Manners School 24.7 52.6 The First Federation Trust 33.4 47.6 Bsw Heating Ltd 33.7 46.5 80.9 76.9 Easyjet Airline Co. Ltd. 51.7 45.5 43.8 32.2 Trinity Multi Academy Trust 26.9 44.7 100

% gender per quartile Rectella Ltd. 40.6 20.7 6 94 3 97 7 93   25% of employees EmployerName MaleLowerPayBand FemaleLowerPayBand MaleMiddlePayBand FemaleMiddlePayBand MaleUpperPayBand FemaleUpperPayBand MaleUpperQuartilePayBand FemaleUpperQuartilePayBand Rectella Ltd. 40.6 20.7 6 94 3 97 7 93 Peninsula Learning Trust 8.6 91.4 24.3 75.7 Healing Multi Academy Trust 2.7 97.3 17.1 82.9 15.8 84.2 The Office for Nuclear Regulation 39.4 32 36.4 63.6 65.7 34.3 86.5 13.5 OCEAN LEARNING TRUST 10.6 89.4 8.8 91.2 10.3 89.7 PHASE EIGHT (FASHION & DESIGNS) LIMITED 18.2 75 0.3 99.7 Invictus Education Trust 12.3 87.7 34.8 65.2 30.8 69.2 Lady Manners School 15 85 25 30 70 The First Federation Trust 7.3 92.7 1.2 98.8 12 88 Bsw Heating Ltd 4.8 9.6 37.5 62.5 55.4 44.6 85.7 14.3 Easyjet Airline Co. Ltd. 75.1 89.3 31.1 68.9 35.2 64.8 62.6 37.4 Trinity Multi Academy Trust 0.8 14 86 28 72 41 59

Easyjet says easyJet’s gender pay gap is strongly influenced by the salaries and gender make-up of its pilot community, which make up over a quarter of its UK employees. Pilots are predominantly male and their higher salaries, relative to other employees, signifcantly increases the average male pay at easyJet. easyJet is seeking to encourage more women to become pilots through its Amy Johnson Initiative. It has set a target that 20% of new entrant pilots should be female by 2020

And Easyjet says

Is it working? We don’t know yet. It is an opportunity. The right to information for pay bargaining (s181 Trade Union & Labour Relations (Consolidation) Act 1992) and the remedy available at the CAC (s183 to 185 TULRCA 1992) is more likely to be useful. Industrial strength is more likely to be useful