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.

Click here to read the full article on Building.co.uk



CONTACT KEELY

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 

© SA LAW 2018

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.
Views & Insight
Stained glass window Employment SA Law
Stained glass window Employment SA Law
Views & Insights
Justifying 'fat cat' pay

Partner, Keely Rushmore examines what the pay ratio reporting could mean for your company

Read More
Stained glass window
Views & Insights
Should The Equalities Act 2010 be updated?

Chris Cook, partner and head of employment at SA Law, comments on a recent study which found that one in three employers admitted they were less likely…

Read More
Stained glass window
Views & Insights
Should employers modify dress codes in this heatwave?

Partner and Director of Finance and Business support, Gill Garrett, comments in The Times on whether extreme weather should see alterations to dress codes…

Read More
Stained glass window
Views & Insights
Getting to the meat of employee choice

Companies must be made aware of discrimination laws when dictating what workers can and can't do, says Keely Rushmore, Partner at SA Law.

Read More
Stained glass window
Views & Insights
Worker versus Self-Employed

The Gig economy makes more headlines as The Supreme Court agree Mr Smith was a worker and Pimlico plumbers had fallen foul of employment rights.

Read More
Stained glass window
Views & Insights
Reality TV and the protection of stars' welfare

Head of Employment at SA Law, Chris Cook comments in The Daily Star on the increasing pressure for production companies to ensure the welfare of contestants.

Read More
Stained glass window
Views & Insights
The Government's guidance on The Trade Union Act 2016

How should employers' implement the Trade Union Act 2016? Head of Employment at SA Law, Chris Cook explains.

Read More
Stained glass window
Views & Insights
Dress codes and sex discrimination - The Government's response

Read Head of Employment, Chris Cook's analysis of the Government's response to the 2015 Nicola Thorp "wear heels or go home" controversy.

Read More
SA Law Red arrow neon light image
Views & Insights
GDPR: A five step guide to dealing with a data breach

Chris Cook shares a five step guide to dealing with a data breach including assessing risk & reporting.

Read More
SA Law Employment Laptop