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Gender pay gap reporting: What is it and what does it mean

Gender pay gap reporting: What is it and what does it mean

June 1, 2022

Gender pay gap reporting is a new requirement in the United Kingdom that aims to help close the pay gap between men and women. The new law will require companies with more than 250 employees to publish their gender pay gaps. This information will help identify where disparities exist and what can be done to address them.

The gender pay gap reporting is important in ensuring equality for all workers. It can help highlight where disparities exist and ensure that action is taken to close the pay gap. For employees, it may also provide some peace of mind to know that their company is taking action to address any inequalities.

If you believe you are being paid less than your male counterparts, then you should speak to your employer about how you can address this issue. Even if you are working for a company with fewer than 250 employees, you can still raise the issue with your HR department.

What is the gender pay gap?

The gender pay gap is the difference in average earnings between men and women. In the UK, the Office for National Statistics (ONS) found that in 2018, women earned on average 14.1% less than men. This equates to women being paid 90p for every £1 earned by men.

The gender pay gap can be caused by a number of factors, including:

  • The type of work that women are more likely to do, such as part-time or lower-paid jobs.
  • Women are more likely to take time out of their careers to care for children or elderly relatives.
  • Gender discrimination – where women are paid less than men for doing the same job.

Addressing the gender pay gap is not simple, but acknowledging that it exists is the first step. By publishing their gender pay gaps, companies will be forced to take a closer look at their practices and make changes where necessary.

This is an essential step in achieving equality for all workers, regardless of their gender. It also gives employees the information they need when choosing an employer.

What is gender pay gap reporting?

Gender pay gap reporting is the process of businesses publishing data that compares the average earnings of their male and female employees. The goal is to help close the gender pay gap, which is the difference in wages earned by men and women.

By increasing transparency, it is hoped that companies will have nowhere to hide. If they do have issues with gender pay gaps, they will have an incentive to fix it, or else risk being unable to hire women in the future.

Why is gender pay gap reporting important?

There are a number of reasons why gender pay gap reporting is so essential. To begin with, it can help businesses identify any disparities in how they are paying their male and female employees. This information can then be used to address any issues and make sure that everyone is being paid fairly.

In addition, gender pay gap reporting can also help to highlight any issues with promotion and career progression for women within a company. Making this data widely available allows for more honest conversations about these topics to take place. It also means that companies with a large gender pay gap will have nowhere to hide. 

What are the benefits of gender pay gap reporting?

There are a number of benefits that can come from gender pay gap reporting. For businesses, it can help to improve their reputation and attract more female employees. It can also lead to greater transparency and accountability within a company.

For employees, gender pay gap reporting can help to level the playing field and ensure that everyone is being paid fairly for their work. It can also offer some peace of mind, knowing that your employer is taking active steps to close the gender pay gap.

What are the disadvantages of gender pay gap reporting?

There are a few potential disadvantages of gender pay gap reporting. For businesses, it can be seen as a negative if they have large disparities in their male and female employees’ earnings. This information can also be used to put pressure on businesses to make changes, which can be costly.

For employees, there is a risk that gender pay gap reporting could be used to discriminate against women. However, this is less likely to happen if the data is published anonymously.

How can I find out if my employer is publishing gender pay gap data?

If you’re curious about whether or not your employer is publishing gender pay gap data, the best way to find out is to ask them directly. You can also check their website or look for any recent news articles about the company.

If you’re still not sure, you can always contact a gender pay gap reporting expert for more advice.

What should I do if I think I’m being underpaid?

If you think you’re being underpaid, the first step is to talk to your employer. It’s possible that there has been a mistake or that they are simply unaware of the discrepancy. You may have been due a pay rise, but this hasn’t been offered because of complications from the pandemic.

If you’re unable to resolve the issue internally, you can always file a complaint with the Equal Employment Opportunity Commission (EEOC). Keep in mind that filing a complaint can be a lengthy and stressful process. You may also want to consider talking to a solicitor before moving forward.

Closing thoughts on the gender pay gap

In conclusion, gender pay gap reporting is a vital tool in the fight for gender equality. It can help businesses identify any disparities in how they are paying their male and female employees, and it can also help highlight any issues with promotion and career progression for women. While there are some potential disadvantages of gender pay gap reporting, the benefits far outweigh any negatives.

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