1. Gender Pay Reporting
18th January 2018

2. 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

3. Where we are now
The government website for reporting information is up and running:
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.

4. The reporting site

5. 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

6. % 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

7. 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

8. And Easyjet says

9. 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