Category Archives: Gender pay gap

Explaining the variation in gender pay gap figures

Around 10,000 firms have published their gender pay gap figures in line with the government’s deadline and there have been numerous headlines about those with the highest gaps. But what does the data really tell us? Here, we look at how and why the figures vary, with an emphasis on sectoral variations, as well as the impact that collective bargaining appears to have on the size of gender pay gaps.

Employers’ publication of their gender pay gaps has sparked a national conversation about the relationship between gender and pay. To date 10,249 firms have published their figures. IDR analysis of these shows an average gap of 14.4% between the average pay for men and that for women. There are, however, significant differences by sector.

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IDR survey: progress on gender pay reporting

Legislation requiring firms with at least 250 employees to publish their gender pay statistics came into force on 6 April 2017. IDR conducted a survey of subscribers asking what progress organisations have already made in calculating and publishing the relevant statistics. The results show that just under half have calculated the figures while around a third plan to publish their statistics before the formal due date in April 2018. Continue reading IDR survey: progress on gender pay reporting

ASHE: Lowest-paid fare best as modest earnings growth returns

Full-time employees earned £539 a week at the median in April 2016, 2.2% more than the previous year, according to the latest Annual Survey of Hours and Earnings (ASHE) conducted by the Office for National Statistics (ONS). This increase is higher than the growth figure of 1.8% shown in the previous year’s ASHE, and indicates that the trend seen in last year’s survey, of a return to modest earnings growth, has continued with the latest figures. Continue reading ASHE: Lowest-paid fare best as modest earnings growth returns

IDR survey: gender pay reporting at forefront of employers’ plans for 2017

The latest IDS survey of employers’ pay intentions, received almost 160 responses from a wide range of organisations. The survey, which looks at reward plans for 2017, suggests a stable picture in terms of pay increases and headcount levels. While new regulations on gender pay reporting already appear to be informing reward strategy, the vote to leave the European Union has had a negligible effect on pay decisions so far.

Influences on reward strategy
Looking at the main factors influencing reward strategy for 2017, the top three concerns show the difficult balancing act employers face in monitoring paybill costs without detrimentally affecting staff morale. Keeping labour costs in check was the most significant factor, rated as ‘very important’ or ‘important’ by all but one respondent, while recruiting and retaining key staff was the second most important issue, regarded as important by 94% of organisations, closely followed by employee engagement and motivation (90%). Continue reading IDR survey: gender pay reporting at forefront of employers’ plans for 2017