according to the analysis of Guardian On the pay gap, four out of five UK companies and organizations still pay their male employees more than their female employees. This is despite reporting initiatives that have sought to make pay inequality transparent and press corporate social responsibility (CSR) in their commitments to equal pay.
The existence of the no-advance pay gap in the UK suggests that, despite gender-based pay discrimination being outlawed, these facts may underline the similar and persistent challenges faced by women around the world. It highlights the urgency to take additional actions and policies that guarantee fair and equal remuneration for men and women performing equal work, and thus remove barriers that hinder sustainable development.
Transparency on pay gap is insufficient
According to the latest report, which calls for change through a combination of pressure from better-informed workers and embarrassment from bosses, the average pay gap remains very wide at 9.4%, the same level as in 2017-18, when employers Were required to publish the information first.
Nearly 10,000 companies and public bodies submitted their reports on the gender pay gap to the government’s reporting mechanism by this week’s deadline, showing inequality remained highest in the public sector, at 15% compared to 8% in the private sector happened. Area. These figures are very similar to last year.
In nearly half of companies and public agencies, male employees are paid at least 10% more than their female counterparts. This is compared to just 3% where women are paid 10% more than men. The Fawcett Society, which campaigns for gender equality, said it was disappointing that progress on bridging the gap had stalled.
“If we want to see meaningful progress in closing the widening pay gap, employers have to go beyond sharing data.”
Women’s rights groups have expressed their disagreement with the consequences of the no-advance pay gap and are calling on the government to produce an action plan outlining how all employers can improve gender equality in their workplaces need to be made.
Education, finance and construction are the sectors with the biggest gaps
Education, finance and construction are the sectors with the largest pay gaps. In the UK the Trade Union Congress (TUC), a national organization representing the interests of unions and workers, supports the introduction of compulsory work schemes for most large employers, and proposes that the wage gap be linked to employment. should be addressed. Disability.
Paul Novak, general secretary of the TUC, said “the gender pay gap is closing at a tortoise pace.” “At this rate, it will take more than 20 years to close. That is not enough. Ministers must step up, or we will be sending another generation of women into low wages.”
The findings also showed that the pay gap without advancement is not the same across sectors. The construction, finance and insurance industries reported higher pay inequality, with women earning 21% and 23% less than their male colleagues, according to an analysis of more than 9,000 companies that provided information on their industry sectors.
On the other hand, the health and social work, and housing and business sectors registered the narrowest pay gaps in those industries, with an average gender gap of 2%. A government spokesperson mentioned that significant steps have been taken in this regard, including revolutionizing child care with 30 free hours for children over nine months.
Wage gap without advance… in the rest of the world too
Unequal pay for women in the rest of the world is an issue that must be addressed by all politicians, especially members of government with relevant reports. Many current trends indicate that the situation may be getting worse rather than better, with increasing numbers of women leaving the workforce to become unpaid carers.
The weaker finances of women with children, known as the “motherhood penalty”, is already a major factor in explaining the disparity between men’s and women’s earnings, and this gap widens with age. This coincides with the recent report Women at Work 2023 by global consultancy PwC.
The PwC Women at Work Index shows a modest increase in female labor participation in all 33 Organization for Economic Co-operation and Development (OECD) countries during 2021. However, progress towards gender equality has been very slow.
Build a fair wage society
One element that both PwC and the OECD consider most complex in the fight against the pay gap is the “maternity pay penalty”. It refers to the loss of lifetime earnings experienced by childbearing women due to low employment and slow career progression upon returning to work after childbearing.
According to the multilateral organization, this factor represents a wage gap of between 60% and 75% depending on the region of the world, while factors such as social norms, gender stereotypes and discrimination also influence this disparity.
Finally, both report Guardian As PwC highlights the importance of governments not focusing solely on future economic growth in order to narrow the inequality gap. Instead, it requires the design and development of policy solutions that actively address the underlying causes of inequality that exist today.