1. Gender Pay Reporting
6 December 2017

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:
289 employers have uploaded information across the public, private and third sector.
Full time women earn about 91% less than men.
The part time pay gap is much larger.

4. The reporting site

5. Example information top 10
EmployerName
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
Research Now Ltd. 88 94 72 92
Rectella Ltd.
54.2
467
The Office for Nuclear Regulation
32.9
55.3
22.4
9.2
OCEAN LEARNING TRUST
35.9 55
Lady Manners School
24.7
52.6
Bsw Heating Ltd
33.7
46.5
80.9
76.9
Easyjet Airline Co. Ltd.
51.7
45.5
43.8
32.2
National Church Institutions 27 41
OCTOPUS CAPITAL LIMITED
38.1
40.3
75.6
71.9
Step Academy Trust 31 40

6. % gender per quartile 25% of employees EmployerName MaleLowerPayBand
25% of employees
EmployerName
MaleLowerPayBand
FemaleLowerPayBand
MaleMiddlePayBand
FemaleMiddlePayBand
MaleUpperPayBand
FemaleUpperPayBand
MaleUpperQuartilePayBand
FemaleUpperQuartilePayBand
Research Now Ltd. 49 51 62 38 32 68 54 46
Rectella Ltd. 6 94 3 97 7 93 30 70
The Office for Nuclear Regulation
36.4
63.6
65.7
34.3
86.5
13.5 85 15
OCEAN LEARNING TRUST
10.6
89.4
8.8
91.2
10.3
89.7
27.9
72.1
Lady Manners School 25 75
Bsw Heating Ltd
37.5
62.5
55.4
44.6
85.7
14.3
87.5
12.5
Easyjet Airline Co. Ltd.
31.1
68.9
35.2
64.8
62.6
37.4
89.3
10.7
National Church Institutions 26 74 34 66 53 47 64 36
OCTOPUS CAPITAL LIMITED
39.3
60.7
46.3
53.7
59.3
40.7 82 18
Step Academy Trust 9 91 21 79 23 77

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