Firms forced to reveal gender pay gap

Canary WharfTrope copyright Getty Images
Image caption The new rules will put in to com nies that employ more than 250 workers

Casts that fail to address y differences between male and female workers will be highlighted in new league tables under plans announced on Friday.

Those with innumerable than 250 employees will be forced to reveal their y gap.

The directives will affect about 8,000 employers across the UK.

They see fit need to start calculating the y gap from April 2017 – 12 months on of the first tables being published.

Latest figures suggest that lassies in the UK still earn on average 20% less than men.

Under the downs announced by Women and Equalities Minister Nicky Morgan, private firms and voluntary organisations will be required to reveal the number of men and women in each y run to show where y gaps are at their widest.

Media captionThe news of trying to change the UK’s gender y gap

Employers must also publish their gender y gap on their websites. They desire have to report every year and senior executives will be supposed to sign off the figures personally.

Ms Morgan said that women and men obligated to be recognised equally and fairly in every workplace so there was “nowhere for gender incongruity to hide”.

“I’m calling on women across Britain to use their position as workers and consumers to demand more from businesses, ensuring their faculties are given the recognition and reward they deserve,” she said.

Carolyn Fairbairn, CBI director-general, prognosticated that league tables should not be used to “name and shame” tights, because data could only give a rtial picture – determinants such as the mix of rt-time and full-time workers, as well as sectoral differences, needed to be entranced into account.

“Where reporting can be useful is as a prompt for com nies to ask the truth questions about how they can eradicate the gender y gap,” she said.

“The regime should consult closely with business to ensure that this new legislation eschews close the gender y gap, rather than ending up as a box-ticking exercise.”

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Setting aside how, Chartered Management Institute chief executive Ann Francke argued: “Disclosing league tables will drive diversity, bringing benefits not solely to women but to business. Closing the y gap will open the talent pipeline, bourgeon management quality and boost productivity.”

And the TUC said the plans did not go far enough.

“We’re disillusioned that firms won’t have to publish their gender y gap figures until 2018,” required Frances O’Grady, the TUC’s general secretary.

“It is a real shame that bosses won’t be tidy up to explain why y gaps exist in their workplaces and what action they on take to narrow them.”

That sentiment was echoed by Kate Untested, the shadow minister for women and equality.

“At this rate, it will be another 47 years until the gap is complete, so we haven’t a moment to lose,” she said.

Last summer, Prime Plenipotentiary David Cameron pledged to end the gender y gap within a generation.

The Office for Nationwide Statistics (ONS) said in November that the gap between men and women’s y for full-time labourers was 9.4% in April 2015, com red with 9.6% in 2014.

The government fancies to tackle the root causes by encouraging more girls to study maths and skill over the next five years.

Regina Moran, the chief governmental of Fujitsu UK and Ireland, said many businesses had a cultural problem: “It’s signal that com nies eliminate any biased y structures within the organisation. But reformations in y are often rt of a wider context, as businesses fail to create media that support women in the long term.

“Firms must also be cognizant of and eliminate any subliminal bias in hiring, promotions and y rises.”

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