1. Head of Gender Pay Gap Reporting Government Equalities Office
Gillian Unsworth
Head of Gender Pay Gap Reporting
Government Equalities Office

2. 9.1% less 18.4% less What is the Gender Pay Gap? Women working
full-time in UK are
paid on average
9.1% less
than men in the UK
18.4%
Overall, women working in the UK are paid on average
18.4% less
than men in the UK

3. Vs Unequal Pay Gender Pay Gap Equal Pay vs Gender Pay Gap?
Paying men and women differently for the same work
Unlawful in the UK for over 45 years
Difference in average pay between men and women Vs

4. Occupational segregation Industrial segregation
23 April, 2019
What causes the gender pay gap?
Occupational segregation
14%
Industrial segregation
21%
Unobserved factors:
Gender stereotypes
Discrimination
Individual choices
25%
Labour market history
40%
Women tend to work in occupations that are female-dominated, but which have overall low pay and are low-skilled. Women are less likely to progress to senior roles, comprising 40% of middle managers and under 30% of FTSE execs.
Women tend to work in lower-paying sectors with health, retail and education employing over 50% of women.
The average hourly wage for women across health, retail and education is £11.20 compared to the average hourly wage for men in finance which is £ Fewer women progress into STEM careers, which have around a 15% earning premium.
This driver covers things that are not directly measured by data, such as gender stereotypes which can influence decisions throughout women's’ lives about who should do the caring and which roles to pursue. Women can also face gendered discrimination and sexual harassment in the workplace.
This is the biggest known driver of the pay gap - women spend more time out of work, often for caring. Women receive a 2% p.a. reduction in hourly wages for each year taken out of employment. On returning to work women are more likely to work part-time This means they accumulate fewer years of work experience - women are three times more likely to work part-time than men and their wages stagnate during this period. Men’s labour market participation is essentially unaffected by having children.
Olsen et al May 2018

5. Reporting regulations
Employers must publish specific gender pay gap information annually on their UK website, and the Government’s website
Overall gender pay gap - mean and median
Mean and median gender bonus gap
Proportion of male and female employees that received a bonus
Proportion of men and women working at different pay quartiles
They are also encouraged to publish a plan of action

6. Different sectors face different challenges
Totemic sectors: finance, tech/digital and construction are among the high profile and/or fast-growing sectors with high GPGs and/or significant gender imbalances in their workforces. Government needs to show that it is committed to tackling extreme examples of gender inequality in totemic sectors.
Sectors with significant impact on national GPG: education, health and retail are dominated by women, employing over 50% of all women in work. Eradicating the GPG in these three sectors would reduce the overall national gender pay gap to 6.9% instead of the current 18.4%.
Source: LMS April 2018; ONS Annual Survey of Hours and Earnings 2017

7. What is the Government doing?
Reporting
Unprecedented transparency through gender pay gap reporting
Women on Boards
Supporting a 33% target for women on FTSE 350 Boards, Executive committees and direct reports to the Executive committees by 2020
Returners
A £5m fund to support people who have been out of the labour market for a long period, to return to work
Flexible working
Extended right to request flexible working
Parental leave
A new system of shared parental leave
30 hours childcare
Doubled early education provision for all 3 and 4 year olds in England, from working households
Tax-free childcare
Introduced Tax-Free childcare, which around 2 million families could benefit from P
Workplace
culture
Update on current and future actions from the Government.
Sectors
Seniority
30 hours childcare
Tax-Free childcare

8. Partnering with business
Gender diversity is a competitive differentiator – companies are more likely to have financial returns above industry medians
Potential to add £150bn to UK GDP by 2025 if we bridge the gender gap in the workplace
Business In The Community: 92% of 1,000 surveyed would look at GPG if deciding between two employers
It is a legal requirement to report, but setting an action plan with aspirational targets will have business benefits
Closing the GPG is not only the right thing to do – it has clear business benefits
We can’t do this alone – we need business to work with us to close the gap.

9. ‘What Works’ guidance: evidence-based actions for employers
The guidance
The Government Equalities Office commissioned the Behavioural Insights Team to produce ‘What Works’ guidance for employers.
The guidance summarises actions employers can take to reduce their gender pay gap and improve gender equality within the workplace.
The guidance can be found on the Gender Pay Gap service
The evidence
The guidance is based on the best available evidence currently, and will be updated as the evidence base develops.
Where possible, the guide used evidence based on randomised controlled trials that were conducted in the field and that measure objective outcomes.

10. First year of reporting
Typical 1st year compliance with new regulations is between 60-85%. We substantially exceeded this.
More than 10,000 organisations published their GPG data by the deadline
International interest with discussions held with Canada, Ireland, Chile & New Zealand.
Academics and researchers including Harvard University are analysing the datasets
Bloomberg has updated their Gender Equality Index to include our GPG metrics
Ground breaking legislation
Widespread media attention with the regulations attracting headlines in regional, national and international news (coverage even in Hawaii)
GPG was the biggest story apart from the royal wedding.*
Data available on our viewing service which has had:
1.2 million sessions, with over 100,000 on 1 day
Visits from users in 195 different countries
* Golin

11. What next for GPG reporting?
Reporting is an annual requirement so we will be able to see year-on-year progress.
Employers will need to show they are making progress and implementing real action to close the gender pay gap.
‘What Works’ guidance is available on our website and we will continue to work with business to offer support and help drive change together. P
Parental leave
Workplace
culture
Occupations
Sectors
Seniority
30 hours childcare
Tax-Free childcare

12. For more information Acas-GEO guidance on gender pay reporting
Action Hub – Guidance and online viewing service