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EqualPayPortalBlogSpot is run by equal pay expert Sheila Wild

30 December 2017

How marketing is tackling its gender pay gap

For many months now, I’ve been saying that gender pay gap reporting won’t really take off until businesses decide to take a sectoral approach to the issue, and I’m pleased to see that this is beginning to happen.  Marketing Week’s 2018 Annual Salary Survey has included the gender pay gap dimension in its analysis – and it makes interesting reading.

Data gathered from the sample finds female marketers earn less than male marketers in every sector and in every role, except that of marketing assistant. This is the only time in her career a female marketer will earn a higher amount than a male marketer, taking home 10 per cent more, with an average salary of £22,209 versus £20,250. The survey goes on to look at the gap by industry and by seniority.

Industry leaders have expressed surprise at the findings, but have nonetheless given some pointers as to how to tackle the gap: don’t let previous salary determine earnings, but set a rate for the job; encourage people to push for money if they think they’re worth it, and self-check to see that you are doing all that you can to tackle the problem.

I’d like to see a lot more of this kind of coverage of the gap. 

20 December 2017

EHRC needs to get its skates on

The Equality and Human Rights Commission has at long last decided what it's going to do to enforce the gender pay gap reporting regulations - go after those who haven't reported. Well, yes, but surely that leaves a lot of questions unanswered? Especially as the document  setting out the Commission's intentions is titled 'a draft' strategy.

Employers I am working with want to know what amounts to an unlawful breach of the regulations. Failure to report at all is clearly a breach, but what about partial reporting, or inaccurate reporting? And who will decide whether a report is inaccurate and whether it is wilfully or accidentally so? What about the level of sign off? Could sign off by a junior lead to legal action? And what about the information gathering itself, and, in particular, the difficulties organisations are having in assigning the appropriate reporting status to employees, and in defining allowances as pay or bonus payments? Will inaccuracies here lead to problems for employers?

And from an employee's point of view, who does an employee go to if they have grounds for believing that their employer is in breach of the regulations? How do they complain, and are they fully protected if they do so?

Clarity is much needed. The EHRC says it will produce guidance, but for those who are still seeking guidance over and above the official guidance produced for the Government Equalities Office by Acas, the April reporting deadline is fast approaching. What kind of guidance will the EHRC produce and when? Perhaps the final version of the strategy will tell audiences what they need to know, but the EHRC needs to get its skates on.

6 December 2017

The All-in Diversity Project on gender pay gap reporting

The All-in Diversity Project is an industry-driven, not-for-profit initiative, focused on benchmarking diversity, equality and inclusion across the global betting and gaming sector. The Project aims to measure, and facilitate an open and objective discussion about diversity across the industry, with the objective of establishing an industry standard index.
The project will cover subjects such as corporate governance, internal policies, recruitment practices, equal pay, employment legislation, unconscious bias and marketing.
With support from Paddy Power Betfair and other partners, the project will provide a year-on-year progress update, highlight successes, challenges and opportunities, and make best practice recommendations in areas.
Kelly Kehn, co-founder of the All-in Diversity Project said: “We established the All-in Diversity Project because we believe the industry itself has a role to play in improving how we do business.”
The project is in its debut year and I shall be watching what it does in relation to equal pay with a keen interest – I’m convinced that the key to the success of gender pay gap reporting lies with individual sectors talking among themselves about the challenges confronting like-minded businesses and developing ways of means of addressing these.

Here’s what the Project has to say about gender pay gap reporting.

2 December 2017

Gender pay gap reporting – what’s the problem?

Why is so much anxiety being expressed about how few employers have so far reported on their gender pay gap?  Employers are free to choose their own reporting date and they have until spring next year to do so. Yes, the Government Equalities Office was hoping employers would step up smartly, but why should they do so? It was always going to be the case that the many would wait to see what the few had to say, and it was always going to be the case that organisations already subject to a variety of reporting requirements would choose to align gender pay gap reporting with other key organisational reports.

Hard to escape the suspicion that some who might stand to win business from creating anxiety are doing just that. Most commentaries finish with the phrase ‘for help with gender pay gap reporting contact ….’