Changes in Human Resources law have moved us forward dramatically as a society, and their full impact can take time. Decades after the landmark equal opportunities legislation of the 1970s, Britain’s workplaces aren’t always a model of even-handedness.

We’re still making progress, though, and the movement towards pay equality is gathering momentum.

Legislation introduced in 2017 compelled all companies, charities and public-sector bodies employing more than 250 staff to submit their gender pay figures by not later than April 4th.

The results are in, and they paint an unsatisfying picture;

Of the 10,014 employers who submitted data, eight out of ten pay men more than women.

There is no sector in the UK in which women have a pay advantage.

1,557 employers didn’t bother submitting any data at all.

The equalities watchdog will look into the employers who missed the April 4th deadline and hopefully secure their commitment to playing by the rules, not only in timely submission of data but in working to close the pay gap. We need these rules to be enforced. Across the private and public sectors the disparity is often striking. Trade Unions have traditionally supported those who seek fairer treatment in the workplace but Unite, the largest union in Britain, revealed a pay gap of 29.6% between the sexes, far above the national average of 18.4%. Even more notably, the teachers’ union NASUWT revealed that female educators are paid an average of 42.7% less than their male counterparts.

Jane Systems supports equality of opportunity as an employer and as a service provider. Our people are treated with scrupulous fairness and our market leading software enables clients and partners to keep track of their own remuneration policies, report on them and take corrective action when it’s needed.

Jane’s Gender Pay Gap Analysis software delivers precision reporting on:

The average gender pay gap as a mean average

The average gender pay gap as a median average

The average bonus gender pay gap as a mean average

The average bonus gender pay gap as a median average

The proportion of males receiving a bonus payment and proportion of females receiving a bonus payment

The proportion of males and females when divided into four groups ordered from lowest to highest pay

It’s up to individual organisations how they face the challenge of delivering gender pay equality. More and more of them are recognizing that to set the record straight, they need an accurate record to begin with. That’s why they choose Jane Systems.

For accurate, timely reporting that delivers legal compliance and safeguards your professional reputation, you should choose us too.

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