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EqualPayPortalBlogSpot is run by equal pay expert Sheila Wild

28 June 2017

Retirement income gender gap grows by £1,000

  • Women retiring in 2017 will be £6,400 a year worse off than men
  • The annual retirement income gender gap has grown by  £1,000, from a gap of £5,400  in 2016
  • Women’s expected retirement incomes stagnate while men’s continue to grow
The gap between women’s and men’s annual average expected retirement incomes in 2017 has grown by £1,000 in the last year, according to new research from Prudential.

The unique annual research has, over the last 10 years, tracked the future financial plans and aspirations of people planning to retire in the year ahead. This year’s Class of 2017 research shows that women expecting to retire this year will be £6,400 a year worse off on average than their male counterparts, and nearly £200 a year worse off than women who retired in 2016.

Women this year expect an average annual retirement income of £14,300, which is the second highest on record although slightly down on the £14,500 for those retiring in 2016. This year’s female retirees are feeling slightly more confident about their finances, however, with 50 per cent saying they are financially well-prepared for retirement, compared with 48 per cent in 2016.

Meanwhile, as women’s incomes stagnate, men’s expected retirement incomes have shown a fifth consecutive year of growth. Men retiring this year expect an annual retirement income of £20,700 – £900 a year more than last year which is helping drive the gender gap to its highest level for three years.

The Prudential study, which has tracked the retirement income gender gap for 10 years, shows that men retiring this year will be 45 per cent better-off than women. The gender gap was at its widest in 2008 when the average expected retirement income for men was 84 per cent higher than that expected by women.

You can read the full press release here

Scottish Ministers urged to take action on gender pay gap

Scottish ministers are being urged to develop an overarching strategy to tackle the gender pay gap. In the report of its wide ranging inquiry into the gender pay gap in Scotland, the Scottish Parliament’s Economy Jobs and Fair Work Committee have made a long list of recommendations which, if implemented, would contribute to the development of an overarching strategy to tackle the gender pay gap.  The Committee wants the strategy to include an action plan and measurable targets.

The Committee’s recommendations include:

  • Developing a suite of indicators to measure the underlying causes of the gender pay gap, using a comprehensive data set that includes part-time workers;
  • Introducing a more thorough analysis of the economic benefits of reducing the gender pay gap;
  • Carrying out a gendered analysis of education in Scotland;
  • Monitoring the number and success rate of flexible working requests made in Scotland, in both the public and private sector;
  • Increasing wages in care beyond the living wage to more accurately reflect the value of the work undertaken;
  • Encourages all businesses to create an action plan to tackle their own gender pay gap; the Committee also recommends that the Scottish Government put in place guidance to support employers in creating such a plan.
The report also includes a number of recommendations aimed at getting the Scottish Government’s business partners both to get more girls into STEM subjects and occupations, and to engage with tackling the gender pay gap.

The Committee acknowledges the willingness of the Scottish Government to address the issue, and feels there is an opportunity for Scotland to become a world leader in reducing the gender pay gap. The report and the Committee’s recommendations are intended to set the groundwork for this.

You can read the report here.

21 June 2017

Extension of pay gap monitoring to race unlikely

The Queen’s Speech has this to say on pay gap monitoring:

“My Government will make further progress to tackle the gender pay gap and discrimination against people on the basis of their race, faith, gender, disability or sexual orientation.”

Gender Pay Gap
  • This year we introduced mandatory Gender Pay Gap reporting regulations for large employers.
  • To help tackle the causes of the Gender Pay Gap, we have introduced Shared Parental Leave, and extended the right to request Flexible Working. We are also doubling the free childcare entitlements for working parents of 3 and 4 year olds, and we introduced Tax-Free Childcare from April 2017. In the 2017 Budget, we allocated £5 million to support returners who have taken a break from work. 


  • The Race Disparity Audit was announced in August 2016 to look into racial disparities in public services stretching right across Government. The report will be published later this year. It will highlight the differences in outcomes for people of different backgrounds in every area from health to education, employment to welfare, skills and criminal justice.
  • The Government welcomed Ruby McGregor-Smith’s review of 'Race in the workplace', and we are working with Sir John Parker, Chairman of Anglo American Plc., to improve the ethnic diversity of boards by 2021.

Tackling the gender pay gap and discrimination is listed as a non-legislative initiative.

You can find the background notes that accompany the Queen’s Speech here.

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!