What's the gender pay gap like where you work - and is it an issue for you?

I work in a small Civil Service department and it's about 25%. Usual story - there are more men at middle and senior management level, and women are over-represented at the lower pay grades. My own manager is great and is very keen for me to work my way up the organisation but as it's a fairly techy industry it's very much dominated by middle-aged men.

I wonder what the gender wage gap is at the Guardian?

12%. A fact not mentioned in any of their opinion pieces on the matter and released in an article that was buried on the front page one day.

The Guardian is all over the place on this issue, picking and choosing stats that suit their editorial agenda on it and leaving themselves open to fair criticism while missing the real issues.

It's 30% in mine, large corporate company with many types of professional roles.

They have equal representation in the lower level jobs between males and females, but yet mostly men by the time you get to the higher and executive level jobs. Large bonus gap as well.

Their excuses are bullshit too. They have no reason for not promoting more women - there are plenty to choose from and the men they choose to promote instead are often remarkable in their incompetence.

I work in a co too small to report, but as I am Head of HR I did a report anyway (unpublished).

We had no issue but it's a very male dominated environment and the number of women is low so hard to really get a statistical feel. I don't really see any sexism in our workplace in terms of reward.

I was originally fixed term with a completion bonus, when they asked me to stay I said I would if they reflected the bonus in my salary - I'd been there a year and the co had a payrise in that time (but I didn't, which was fine) - I compare myself with the Financial Controller, male, same level of experience etc.

I was all geared up if line manager gave me a lower salary than him to ask why I wouldn't be getting the same - and actually, the sal he came back with was £3k more.

If there is a bonus, everyone gets it, the same (last year it was a week's pay, based on your own salary).

Our board is all male but it's only three people, two of whom re the company owners. It's very hard to recruit women in our key operational area, though we do try. When we do, they just get a salary based on their experience.

I agree that Self-ID is going to skew these results. Plus, using the word 'gender' now seems like an own goal!

17.5% in my workplace. On the one hand, I am surprised because it feels like there is a strong female representation (female CEO, and we had a female Chairperson until recently). But most of the lower paid roles (customer facing) are held by women. Women are well supported through good maternity pay, and there are excellent opportunities to work part time. I sometimes think those policies can actually hinder progress - I and many colleagues have stayed with the organisation for many years because of these benefits, but there is relatively little reward in terms of absolute pay for those of us who are long-standing employees. Instead, the better pay appears to go to those who come in from other companies.

Public sector organisations in Wales don't have to publish under these new regulations so my organisation are not publishing theirs - but I have been assured that it's "fine".

The Guardian's mean Gender pay gap is 11%. They have reported to the portal. They're action plan looks good if they follow it through:

uploads.guim.co.uk/2018/03/14/GNM_2017_genderpayreport.pdf

About 33%, more like 67% for bonuses. I knew that though.

I work in the nhs and it is equal pay for equal banding, irrespective of male or female.

Flexible and part time working is open to all but the majority of those who take it are women due to childcare issues.

I have a higher proportion of female senior managers/ board members than males, and the ceo is female. The difference i suspect is that there appears to be more male consultants than female.

So until these change then the gender pay gap will remain imo.

I work in aviation, a highly ‘gendered’ industry. The headline gender pay gap is very large in our industry, but that figure reflects the job rather than the gender of the person doing it.

Pilots earn a multiple of the salary of cabin crew. The overwhelming majority of pilots are men, and the majority of cabin crew are women. Both roles are heavily unionised, and a female pilot earns exactly the same as a male pilot of equivalent seniority. Ditto for cabin crew.

Customer service ground staff are predominately women, engineers and baggage handlers are almost all men. Operations staff are mostly male. In all cases, unions ensure men and women with the same qualifications and experience doing the same job at the same grade are paid the same amount.

‘Head office’ roles (eg sales, marketing, HR, IT, finance, legal etc) are less straightforward to assess, as they are less strongly unionised and most salaries are ‘negotiable’. As in most large organisations, senior management is predominantly men.

Sounds about right Previously.

We apparently have equal pay and the gender pay gap is towards the better end but I and a lot of the women I know got a significant off-cycle pay rise in March 2017 (results are based on pay at April 2017). I heard of one woman who got 15%. Makes me wonder how many companies did this.

My company is an eye-watering 47% mean, 51% median. 2.5% of women received bonus pay, 12% of men. This is a company whose main workforce is overwhelmingly female, but men are over represented higher up, and our board is entirely male.

Our new HR manager is coming to meet my (all-female) team on Tuesday. This might come up as an aside

I wonder what the gender wage gap is at the Guardian?

It's terrible where I work. I'm paid much more than our female cleaner and it's only because I studied for years to be able to do my job. I used to have a female boss who was paid even more than me, just because she'd studied hard and worked for years to get where she was.

But according to one of our vey loud colleagues it is in fact a myth and women should just plan better when they want babies.

Ours is more than 20%.

It’s a STEM field.

17% at my place, which they tried to fudge away by saying a lot of words about how it looks quite high but isn't really... It's definitely a problem to me. My company is absolutely riddled with unconscious bias, but we see ourselves as a very ethical firm, so any suggestion that perhaps we don't treat men and women the same is met with howls of incredulity.

Where I used to work was over 10% - it emerged in our company's internal pay audit, and this was across the board, not because of more men at senior levels. They claimed not to be able to fix it, so we had to threaten them with court (with the help of our union) to get them to fix it. It made a real difference to me - as a single mum, that 10% was the difference between dipping into savings to cover the bills every other month and watching my "emergency rainy day fund" slowly dwindle, and actually being able to live on my pay and start putting a bit back into my savings account.

My company is too small to report on this. It has more female employees than male, but the men are more senior so I guess that might skew the statistics. The numbers are too small for the statistics to be meaningful anyway.

Either way, it's a great work environment and they are happy to be flexible for any employee that asks. This is in the T of STEM.

MiaowTheCat I had similar issues for a highly regulated industry. I was so surprised that they didn't have a process for it - clearly not enough women going back to the industry after a break! I ended up using the child benefit statement (think had to get one from Gov dept) to prove that I had a child (yes, I had to prove I had one - I did say was happy to take said child in to the office to show him....on a serious note, they said it could be anyone's child...!!) and that ended up being good enough to prove that I was legitimately busy during that time.

I would suggest trying a different agency so see if they have the same criteria too.

Good luck.

That's very interesting Rat - I'm not aware of similar happening in my company (certainly haven't been approached myself if so unfortunately) but I wouldn't be surprised if it had.

I work in for a large company in a hugely male-dominated industry. Our gap is 30% for hourly pay, 40% for bonuses.

I'm on maternity leave currently and, having been grinding my axe over my salary for yonks now, it was agreed I'd get a pay rise before returning. But not as much as I wanted.

Then came the call for publishing our figures.

And suddenly I'm getting an awful lot more.

I'm sure I won't be the only one of the few women working for us to feel the benefit, but I do wonder what our gap would have been had we not.

Still waiting for our results.

I've been very bored today, and it's amused me that every time I refreshed the gender pay gap page, the total number of employers has risen by a few hundred.