In the UK, the median pay gap across FTSE 100 employers has decreased by just 1 per cent since reporting legislation was introduced in 2017. And 30 per cent of those businesses have actually increased their pay gap over that time, Employee Benefits reports.
These were the findings of analysis by HR DataHub of gender pay gap reporting. Its review of government files and FTSE 100 reports dating back to 2017, reportedly found that although 70 per cent of these employers have succeeded in reducing their gender pay gap, nine had increased theirs by more than 5 per cent, while 15 had seen an increase of between 0 and 5 per cent.
The FTSE 100 gender pay gap has seen considerable fluctuation over the years, with a median of 18 per cent in 2018, reducing to 15 per cent in 2019, then jumping to 19 per cent in 2020 before narrowing to 17 per cent in 2022.
Overall, the banking industry had the highest gap, at 35 per cent during the year of 2021-2022, while the pharmaceuticals sector had the lowest gap, at 3.4 per cent. Overall, FTSE 100 organisations were found to have a gender pay gap of almost double the national average.
The three most popular actions taken to reduce the gender pay gap within the FTSE 100 were setting diversity targets, mentoring and targeted development programmes.
The report also reportedly found that among those organisations with the most significant decreases, internal networking groups and dedicated leadership programmes were some of the most prevalent actions. Meanwhile, those with the largest increases tended to rely on quota shortlists and diversity and inclusion awareness training.
Nineteen of the FTSE 100 organisations have never publicly reported their gender pay gap statistics because they do not have legal entities in the UK with more than 250 employees.
David Whitfield - co-founder of HR DataHub - said, “Not doing so reveals a great deal. Firstly, that these organisations are not striving to build a world with gender equality. Secondly, without legislation, companies are unlikely to step up and report voluntarily.
“It appears that the FTSE 100 are failing to step up in a way that we would hope and expect our captains of industry to. In being non-committal, or worse still, allowing their gender pay gaps to increase, the FTSE 100 are reinforcing gender inequalities. Some are clearly reluctant, while others appear to be making the right noises but failing to take action. There are many organisations that have proven change is possible. It is time that those at the top start to lead from the front.”
Source: Employee Benefits
(Links and quotes via original reporting)
In the UK, the median pay gap across FTSE 100 employers has decreased by just 1 per cent since reporting legislation was introduced in 2017. And 30 per cent of those businesses have actually increased their pay gap over that time, Employee Benefits reports.
These were the findings of analysis by HR DataHub of gender pay gap reporting. Its review of government files and FTSE 100 reports dating back to 2017, reportedly found that although 70 per cent of these employers have succeeded in reducing their gender pay gap, nine had increased theirs by more than 5 per cent, while 15 had seen an increase of between 0 and 5 per cent.
The FTSE 100 gender pay gap has seen considerable fluctuation over the years, with a median of 18 per cent in 2018, reducing to 15 per cent in 2019, then jumping to 19 per cent in 2020 before narrowing to 17 per cent in 2022.
Overall, the banking industry had the highest gap, at 35 per cent during the year of 2021-2022, while the pharmaceuticals sector had the lowest gap, at 3.4 per cent. Overall, FTSE 100 organisations were found to have a gender pay gap of almost double the national average.
The three most popular actions taken to reduce the gender pay gap within the FTSE 100 were setting diversity targets, mentoring and targeted development programmes.
The report also reportedly found that among those organisations with the most significant decreases, internal networking groups and dedicated leadership programmes were some of the most prevalent actions. Meanwhile, those with the largest increases tended to rely on quota shortlists and diversity and inclusion awareness training.
Nineteen of the FTSE 100 organisations have never publicly reported their gender pay gap statistics because they do not have legal entities in the UK with more than 250 employees.
David Whitfield - co-founder of HR DataHub - said, “Not doing so reveals a great deal. Firstly, that these organisations are not striving to build a world with gender equality. Secondly, without legislation, companies are unlikely to step up and report voluntarily.
“It appears that the FTSE 100 are failing to step up in a way that we would hope and expect our captains of industry to. In being non-committal, or worse still, allowing their gender pay gaps to increase, the FTSE 100 are reinforcing gender inequalities. Some are clearly reluctant, while others appear to be making the right noises but failing to take action. There are many organisations that have proven change is possible. It is time that those at the top start to lead from the front.”
Source: Employee Benefits
(Links and quotes via original reporting)
