Editor's message: Equal pay legislation has been around since the 1970s, giving men and women the right to claim equal pay where they perform "equal work". The gender pay gap, however, covers the difference in the average earnings of men and women, regardless of their role or seniority. There are a variety of factors behind it, including the impact on women's career progression of taking time out of the labour market to have children, and career choices, with typical “male” subjects such as IT and science often leading to higher-paid roles.
To address the issue, the Government introduced a requirement for all large organisations to publish their gender pay gap. This involves producing six key metrics, including the difference in the mean and median pay and bonus pay of men and women, along with the proportion of men and women in each of four quartile pay bands.
The deadline for employers to report their gender pay gaps passed at midnight on 30 March for those in the public sector, and at midnight on 4 April for those in the private and voluntary sectors. At that point, 10,016 organisations had uploaded their data to the government gender pay gap reporting website to appear in a publicly available league table.
Although some organisations are expected to report their data later than the legal deadline, we have conducted a short analysis of the data published by 5 April.
Fiona Cuming, employment law editor
Last week, the Government Equalities Office released a report suggesting that people need more support when interpreting gender pay gap (GPG) data.
Accountancy giant PwC will no longer allow shortlists of candidates for any jobs in the UK that consist only of men as it attempts to close its gender pay gap, the worst among the big four for mean hourly pay.
Health secretary Jeremy Hunt has launched a review into how NHS doctors are paid in a bid to close the 15% gender pay gap that exists.
Naeema Choudry, partner at global law firm Eversheds Sutherland, and Anne Hurst, senior diversity and inclusion specialist at PwC LLP, share their knowledge and experience of putting into practice strategies to tackle the gender pay gap.
Annelise Tracy Phillips, senior associate at Burges Salmon, looks at some of the problems enforcing the gender pay gap regulations, and what employers should do next if they have received notice from EHRC of non-compliance.
Employers need to work together to tackle broader industry-wide challenges in order to close the gender pay gap, PwC has urged.
We discuss the key findings from the first tranche of gender pay gap reports and tips for employers preparing the 2019 report.
Hundreds of organisations that still have not published their gender pay gap figures could be investigated after missing the extended deadline earlier this week.
The Equality and Human Rights Commission has written to the Government stating that its first gender pay gap investigations will begin in June.
The UK's top five retailers are making strides to reduce their gender pay gap, but there is still a way to go before male and female talent is represented fairly at all levels of their organisations.
HR and legal information and guidance relating to the gender pay gap.