This blog's owner

EqualPayPortalBlogSpot is run by equal pay expert Sheila Wild

11 May 2017

Gender pay gap in higher education

Fascinating table of salaries in UK universities recently published by Times Higher Education.   

The analysis reveals that the overall pay gap between male and female academics in the UK was 10.53 per cent in 2015-16, a 0.43 percentage point decrease on 2014-15.

It marks the fifth consecutive year that the gap has narrowed. However, while across the UK, the gender pay gap for professors remained smaller at 5.83 per cent, this represented an increase on the year before of 0.06 percentage points.

More men than women expect a pay rise and a promotion

While one in three UK employees plan to pitch their bosses for extra pay and take a step up the job ladder with a promotion this year, male employees were much more likely to make a bid for this double progression than their female colleagues. 40 per cent of male jobseekers questioned by job search engine Adzuna are planning on a pay rise and a promotion in 2017, with just 25 per cent of women setting their sights on this dual goal.

Doug Monro, co-founder of Adzuna, commented: “A gender divide seems to be alive and well, according to this study. Although equal numbers of men and women planned to pick up a pay rise this year, far more men than women also hankered after a promotion from their current role. There may be some unrealistic male bravado here, but women also need to raise their expectations (and employers to promote them) if we are to see more equality in senior positions.”

Isn’t it time we asked why there is a gender divide in expectations? A gender divide neither explains or excuses a gender pay gap, it describes it, and begs the question – what are organisations doing that encourages men to have higher expectations than women?

You can read the full post here.

5 May 2017

For no apparent reason, the gender pay gap in marketing widens

The gender pay gap in marketing has widened significantly over the past year according to the B2B Marketing Salary Survey 2017-18. While the average annual male salary rose to £56,529, the average female salary fell to £42,193.

The research, carried out by B2B Marketing in partnership with The Jefferson Group, also found that average B2B marketing salary has fallen by more than £1500, with the average annual salary for B2B marketers this year being £46,442, a 3.4 per cent drop over the past 12 months. 

Other findings include:

  • Pay in London outstrips the rest of the UK: The average salary in London is £55,074, £13,000 more than the average for the rest of the UK (£41,604).
  • It pays to develop a broad skillset: The average salary of a generalist marketer is higher than the average salary of those who specialise.
  • Professional development has a big impact on salary: Holding a professional marketing qualification, such as a certificate or a diploma, can add more than £5000 to the average annual salary.
What interests me most about this is that a widening of the gap in a single year ( my emphasis) as measured by both an increase in the average male salary and a decrease in the average female salary cannot possibly be down to the motherhood effect.  

What is going on? Would someone like to explain?  Offer some assurance to women working in the industry? Unfortunately, in their press release, neither Joel Harrison, editor-in-chief and co-founder of B2B Marketing, nor Tom Howe, managing partner of The Jefferson Group found the widening of the gender pay gap worthy of comment,

28 April 2017

Gender Pay gap Reporting – Government Site now live

The Government site that employers caught by the gender pay gap regulations are required to upload their data onto – the Gender Pay Gap Viewing service – went live at the beginning of this week. The site is well-laid out and easy to read, and the headline figures are backed up by access to a spreadsheet which, over time, will be populated with data from all participating employers.

The site can be found here

Of the five reports up on the site at the end of its first week, only one provides a link to the employer’s own report, and only three provide the name of the person responsible for signing off the report. This does not bode well! 

14 April 2017

Does the gender pay gap prevent women from investing?

In a thinly disguised ad for the wealth management company, Moneyfarm, the company is pointing the finger at the gender pay gap as having a direct impact on women’s ability to invest in their future. Moneyfarm’s research shows that almost one in four women (24 per cent) say they do not have any disposable income in a typical month - versus just 14 per cent of men. 

But this isn’t just about the gender pay gap, it’s also about more women than men being low paid, about more women than men bearing the costs of childcare, and about the distribution of income within households.  Moneyfarm is right to want to encourage investment, and right to suggest that the gender pay gap has an impact on women’s ability to invest, but the fact that they don’t goes way beyond the male/female earnings’ divide to much broader societal issues. 

13 April 2017

Met Chief spurns equal pay?

A thoughtful commentary from Ruth Thomas on Cressida Dick’s decision to take a lower salary than she had been offered.

Media coverage has understandably focused on this as a matter of equal pay, but without recognising that equal pay isn’t just about women – all things being equal –receiving less than they should, but also about the elephant in the room: those situations in which men – all things being equal – get more than they should. It’s possible that Cressida Dick’s decision is an acknowledgement of the elephant in the room, in which case, more power to her elbow! 

24 March 2017

Demystifying the gender pay gap

In a re-issue of a March 2016 multi-country study recruitment giant Glassdoor® reveals the “unadjusted” and “adjusted” gender pay gaps among employees in the United Kingdom, United States, Australia, Germany and France. The report has been republicised in the light of the gender pay gap reporting regulations, which come into effect in April this year.

Using Glassdoor’s unique data set of hundreds of thousands of salary reports from employees online, the study goes much further than simply looking at average salaries by gender, as is the case for the statistics produced by the UK’s Office for National Statistics.  In producing this report, Glassdoor has statistically controlled for factors such as employee characteristics, location, job title, employer and more. In addition, the study reveals what is – and what isn’t – causing the gender pay gap and provides policy recommendations to target these causes and help reduce the gap.
Demystifying the Gender Pay Gap reveals the gender pay gap is real and significant across each country, consistent with official sources. The study finds that in the UK on average, women earn about 77p for every pound a man earns. The study refers to this simple explanation of the gap as the “unadjusted” gender pay gap. However, to better understand what’s going on at the individual employee level, the study also reveals the “adjusted” gender pay gap by controlling for a wide-range of factors including employee age, years of experience, education level, location, job title and employer.
For example, in the UK, the adjusted gender pay gap is 5.5 percent, and while smaller than widely reported figures, it is significant a gender pay gap remains even after comparing similar workers down to the specific job titles and companies. In other words, a woman with the same job title, at the same employer, in the same location, with a comparable age, education and years of experience, will still be paid over five percent less than a man. This finding is consistent across each country the report studies.
To better understand the causes of the gender pay gap, the study divides the overall gap into what can be “explained” due to differences in worker characteristics (e.g., age, education, etc.) and what remains “unexplained.”

Glassdoor researchers found that the majority (64 percent) of the overall UK pay gap can be explained, while 36 percent of the overall pay gap cannot be explained by any factors observable in Glassdoor data. This means the unexplained pay gap may very well be attributed to workplace bias (whether intentional or not), negotiation gaps between men and women and/or other unobserved worker characteristics. It comes as no surprise that the study reveals that the largest contributing factor to the gender pay gap is explained by differences in how men and women sort into occupations and industries with varying earning potential. This finding is consistent across all five countries, and in the UK, it makes up more than two thirds (38 percent) of the unadjusted gender pay gap.

 “Women and men tend pursue different career paths early in life and then sort into different industries and occupations, which, in large part, is due to a variety of societal expectations and traditional gender norms. This is the single largest factor we see contributing to today’s gender pay gap,” said Dr. Andrew Chamberlain, Glassdoor’s chief economist.

This may explain the gender pay gap, but it doesn’t excuse it. First, why should the work that women do be valued any less than the work that men do – why do we pay people more for looking after our cars than for looking after our children and our frail elderly? Second, why do women feel bound by societal expectations? And third, how much do young women starting out on a career path know about the extent to which following societal expectations will impact on their lifetime earnings?