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

[kalapattar]

Gender pay gap reporting is going on at the moment.

An overview here
www.theguardian.com/society/ng-interactive/2018/mar/28/gender-pay-gap-what-we-learned-in-week-five

And the data here

gender-pay-gap.service.gov.uk/Viewing/search-results

Where I work is overwhelmingly female and is too small to be reported.

But there are some companies that stick out with large pay gaps.

What's your company doing about it ?

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

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.

Sounds about right Previously.

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.

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.

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

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

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.

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!

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 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.

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.