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What is the gender pay gap?
The gender pay gap is the difference in earnings between men and women. It has been reported by the international labour organization that the gender pay gap across the world is currently 23%.
What is being done to tackle the gap in the UK?
According to the equal pay portal in the UK, the average woman working full-time earns 9.4% less than a man. The UK government is currently introducing legislation which will require all companies with more than 250 employees to publicize their gender pay gap. By March 2018, all companies must have published their gender pay results. The report must contain the following 6 points:
- The difference in mean pay between men and women
- The difference in median pay
- The difference in mean bonus pay
- The difference in median bonus pay
- The proportion of men and women receiving bonus pay
- The proportion of both across four quartile pay bands
What does the research say about the gender pay gap?
In line with the current legislation we have collated a number of articles from around the world to give you a better insight into how different countries are approaching the gender gap and more importantly why it still exists.
Preventing gender bias in job evaluation and pay grading systems
The aim of this research is to provide elements to answer the question: how to prevent gender bias in job evaluation and pay grading systems, specifically in France? Based on the analysis of policies around the world the authors created a guide of recommendations for conducting gender-neutral job evaluation.
Read more: Job evaluation and gender pay equity: A French example
Journal: Equality, Diversity and Inclusion: An International Journal
What’s the difference in gender pay in the private and public sector?
This research looks at the gender wage differentials within the private and public sector. The differences in wages are larger at the bottom compared to the top end of the wage distribution, suggesting the presence of sticky floors. The Research shows that the pay gap is higher in the private sector than in public sector across the years.
Read more: Gender wage differential in private and public sector employment
Journal: Gender in Management: An International Journal
Glass ceiling or sticky floor?
The purpose of this research is to analyse how the male-female pay gap in China varies across the pay distribution and to provide evidence on the factors that influence that gap. The research found evidence of a sticky floor (large pay gaps at the bottom of the pay distribution) and some limited and weaker evidence of a glass ceiling (large pay gaps at the top of the distribution).
Read more: Glass ceiling or sticky floor? An analysis of the gender pay gap in China
Journal: International Journal of Manpower
What is preventing the equal pay policy from changing?
This paper tells the story of how the law for pay comparisons came into existence. The tripartite working group that was assigned to the task of drafting the law on pay surveys as part of the legislation met a total of 18 times but accomplished very little, or so it seems. However, if the objective of certain participants was to make sure that the group accomplishes very little, then the process and the end result can be interpreted rather differently.
Journal: Equality, Diversity and Inclusion: An International Journal
Does greater pay dispersion decrease earnings for women?
Pay dispersion refers to the amount of difference (inequality) in pay created by an organization's pay structure. This research found women on the low end of the pay distribution suffered from the existence of greater pay dispersion, as this labour market feature allowed more room for decision‐makers to reduce their salaries. The findings of this research indicate possible bias against women that were aggravated in effect by higher pay dispersion.
Read more: Pay dispersion and earnings for women and men: a study of Swedish doctors
Same characteristics so why the gap?
This paper provides new insights into the nature and sources of the gender wage gap among Spanish managers. More specifically, the research investigates the presence of sticky floor and glass ceiling effects along the whole wage distribution and looks at how gender characteristic differences contribute to pay discrimination. The research highlights that female managers have the same characteristics as their male counterparts, therefore making clear the role of gender discrimination, especially at the top level.
Read more: The gender wage gap among Spanish managers
How does working from home influence the gender pay gap?
This research explores gender differences in terms of self-employment for US Millennials in relation to them working from home. The authors find that working from home is highly negatively correlated with earnings for women, but not for men, and that working from home may trump the other characteristics typically associated with lower earnings.
Read more: Working from home and the gender gap in earnings for self-employed US Millennials
Journal: Gender in Management: An International Journal
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