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5 December 2016

The gender pay gap in the GLA

The Mayor of London, Sadiq Khan, has hit out at the 'unacceptable' pay gap between men and women as he published full gender pay details of all organisations in the Greater London Authority (the GLA).
Earlier this year, the Mayor honoured a manifesto pledge by publishing gender pay data for all staff at City Hall and today he reiterated his call to all employers to close the pay gap for women after widening publication of gender pay gap data to include the Greater London Authority's 'functional bodies'.
The pay gap for full-time workers across the UK is 9.4 per cent and in London it is 11.9 per cent, according to the 2015 Annual Survey of Hours and Earnings (ONS).
The figures are calculated according to the median, the value suggested by the Office for National Statistics (ONS).
As salaries at the Greater London Authority are determined through a job evaluation scheme which evaluates the job and not the post holder, the GLA pays the same salary to roles of equal value. The GLA believes therefore that the differences in the figures do not show a difference in pay for roles of equal value, but illustrate the need for more female representation at the most senior levels of the organisation.
Khan is asking all Greater London Authority group organisations to publish action plans to address the pay gap and says he will be working with all functional bodies to do everything they can to promote gender equality.
Khan’s plans to boost female representation at the most senior levels at City Hall include increasing the availability of part-time and flexible-working options and aiding career progression within those roles. City Hall also offers mentoring, career-support programmes and sponsorship for qualifications. It is training managers to ensure the recruitment process is as fair as possible and piloting ‘no name’ application forms.
Khan has published detailed pay data for all GLA group organisations, including pay gap data for part-time and full-time staff and pay gaps at every level of the organisation. He believes that this transparency is critical and allows the GLA to understand why the pay gap exists and how to take action to eliminate it.

To read the full report, click here.

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