East Mids companies reveal gender pay gap figures
Hundreds of firms with over 250 staff are still to publish its gender pay gap figures, despite the deadline running out at midnight tonight (4 April).
Under government rules, all businesses employing over 250 people must disclose the gap today, but, reports the Telegraph, hundreds were still missing yesterday evening (3 April).
Companies that fail to disclose the information o will face action from the Equality and Human Rights Commission (EHRC) that could reach to court orders or fines.
Other big employers in the East Midlands have already reported their figures.
At Experian, based in Nottingham, women’s mean average hourly rate is nearly 30% lower than their male counterparts, while at Walgreen Boots Alliance that rises to 49%. At Capital One, women earn 23.4% less than men, but at Games Workshop women earn just 2% less.
Sports Direct revealed its figures at lunchtime today (4 April).
A spokesperson for Sports Direct said: “The Sports Direct average gender pay gap is 6.3%, which we note is below the current national average of 18.4%. Sports Direct places a significant emphasis on equality and fairness when it comes to earnings across the Group. We continue to work vigorously on aligning roles and putting transparent structures in place across all areas of the business”.
In Derby, women’s mean hourly rate of pay is 11.1% less than men, but at Toyota in Burnaston, women earn 8% more. At train-maker Bombardier, the pay gap is 2.8% in favour of men.
At Barratt Developments in Leicestershire, men’s mean hourly rate of pay is 1.6% higher than women’s, at Next that gap widens to 15.5% and at the Breedon Group it closes to 2.3%.
In Lincolnshire, female workers at construction group Lindum earn 23.1% less than their male colleagues, while at the University of Lincoln, women’s mean hourly rate is 16.9% lower than men’s
Petra Wilton, director of strategy for the Chartered Management Institute, said: “The clock is quickly ticking down for large employers to report their gender pay gap data. All eyes will be on those that fail to make the midnight deadline. Reporting is the first step in tackling the gender pay gap, a priority business issue that is holding us all back. Gender-balanced companies outperform their peers, and equal representation in the workforce would add billions to the UK economy.
“The data so far tell the familiar story of the so-called ‘glass pyramid’ – women outnumbering men in the lower-paid quartiles, with far fewer at the top in higher-paid management and leadership roles. Our research shows that male managers are 40% more likely to be promoted than their female counterparts. Just one in four managers say that their fellow managers and senior leaders champion actively champion gender diversity initiatives.
“While we’re starting to see change, progress is stuttering. Employers have great intentions but as the pay gap data show, there’s still a yawning gap between the corporate rhetoric and the reality of work for too many women. Leaders and their managers need to fix the ‘broken windows’ – the range of everyday biased attitudes, actions and practices that make possible the bigger systemic problems, like the gender pay gap, that women face. Only then will organisations build inclusive cultures where both women and men can thrive.”
