The UK’s gender pay gap has barely budged in the year since the government imposed new disclosure rules, raising questions over whether its strategy of naming and shaming employers makes them improve their gender pay balance.. By the midnight deadline on Thursday, figures submitted by 10,428 employers show that the median pay gap this year was 11.9 per cent, compared to 11.8 per cent last year. Understanding the gender pay gap in the UK Article | Released 17 January 2018 This analysis builds on the raw gender pay gap, using regressions techniques to provide more insight into the factors that affect men's and women's pay. Are white, working class boys the least likely to go to university? This coincides with an increase in women working part-time from this age and suggests an important step towards women earning less per hour (because part-time jobs pay less per hour than full-time jobs). It is normally calculated by subtracting median hourly earnings for women from median hourly earnings for men. And the pay gap is wider for older women than for their younger colleagues, with women in their fifties earning nearly a fifth less than men of the same age. More information. It also addresses common questions about the data. So in the interests of clearing up some confusion, here are 10 facts you might not know about the pay gap …. In a randomised double-blind study, participants not only considered the “male” applicants more competent and hireable, but were also likely to offer them a higher starting salary. @EverydaySexism. For age groups under 40 years, the gender pay gap for full-time employees is now close to zero. In 2017, a new government initiative required employers employing more than 250 staff to report their gender pay gap information; that initiative is separate from this Office for National Statistics (ONS) publication. Footnotes applicable to all charts in this bulletin can be found in, 79% of occupations based on all employees. View latest release. An increase in the gender pay gap among the high-paying managers, professionals and senior officials occupation group (from 13.9% to 15.9%) had an effect on the gap, but so too did certain other changes in full-time employment profiles from 2018 to 2019: The proportion of employees who held full-time jobs rather than part-time jobs increased more for women than men, but new entrants or returners to full-time jobs are likely to start from a lower pay level and may reduce average pay for full-time women employees. In 2017, the median hourly wage for women working full time was about 9.1% less than the median hourly wage for men (excluding overtime). Today, you have the opportunity to help save lives. Decoding the gender pay gap Blog | Released 16 April 2019 This ONS blog post explores the paradox found in the gender pay gap and how occupation and type of employment affect the statistics. Working women’s pay levels drop 4% for each child they have. You deserve better. Including overtime pay, the median hourly wage for a woman is 18.9% lower than the median wage hourly wage for a man, if you count full-time and part-time wages. It was recently revealed that Google’s algorithm displays far fewer adverts for high-paying job opportunities to women than it does to men. In an older version of this article we said that the IFS briefing showed the gender pay gap had risen for graduates over time. An explanation for the difference in the gender pay gap estimate between full-time and all employees can be found in the Guide to interpreting ASHE estimates. The bottom decile (that is those women or men who earn less than all except 10% of women or men full-time employees) has followed a similar pattern, decreasing by 9.7 percentage points (13.6% to 3.8%). Further information on ASHE methodology can be found on the ASHE methodology and guidance page and in the ASHE Quality and Methodology Information report. The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men’s earnings. Talking of football, the US national teams recently provided a stunning, high-profile example of pay failing to correlate to performance. Among 50- to 59- year-olds and those over 60 years, the gender pay gap is over 15% and is not declining strongly over time. For the charts in this bulletin, the following notes apply: Employees are on adult rates, pay is unaffected by absence.
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