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Bridging the gender pay gap

Keely Rushmore explains what firms must do to meet new requirements on reporting the gender pay gap, and how they can turn the new rules to reputational advantage.

More than 40 years on from the introduction of the equal pay laws, statistics show that women still earn less than men, on average. Research from the Office for National Statistics (ONS) in 2016 revealed that, despite the national average gender pay gap sitting at 18.1%, the discrepancy was even greater in the construction industry with women being paid, on average, 23.3% less than men. No other industry had such a disparity.

There are, of course, some reasons to explain the difference at least partly. It appears that across the construction industry’s various sectors, the largest pay gap in favour of men is among the trade and labour roles, where men in supervisory positions received 45.4% more pay than women and those in operative roles received 15.3% more. The overall pay differential between men and women in professional positions is smaller, with female project managers receiving 3.2% less than their male counterparts, and female chartered surveyors receiving 0.9% less.

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If you would like more information or advice relating to this article or an Employment law matter, please do not hesitate to contact Keely Rushmore on 01727 798046 

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Every care is taken in the preparation of our articles. However, no responsibility can be accepted to any person who acts on the basis of information contained in them alone. You are recommended to obtain specific advice in respect of individual cases.

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