Can Transparency
Reduce Gender Pay
Gaps?
College name
Student name
Department name

THE GENDER PAY
GAP
The disparity in remuneration in the workplace is a
well-known global problem. Women often receive less
than males in terms of prizes or pay. This idea is known
as the pay inequality, and it relates to the average
wage differential between working men and women.

ACCORDING
HERE ON
STATISTICS, THE
COMPANSATION
MIGHT BE SPLIT
INTO TWO
GROUPS:
1.
The real or unmodified gender pay for women is
around 80% of that of males.
2.
The modified compensation, which accounts for
factors such as human resource, geographical
dispersion, training, and work experiences,
accounts for 91% of the total.
When all factors are considered, it is clear that
women make just under males in both cases.

Existing rules prohibit women from ever being compensated much less males for doing
the same job.
Discrimination based off of gender is illegal, but an anti-prejudice claim cannot be
filed if the cause of the prejudice is kept private.
The income disparity does not effect younger women just starting out in their jobs.
The salary gap starts at 12percent for persons under the age of 17s and rises to
67percent for bachelors. It rises as one becomes older and more secure..
MYTHS:

NATIONAL PAY GAP FOR
GENDER

GEBDER PAY GAP ANALYSIS
27.13
22.79
23.20
21.20
0
5
10
15
20
25
30
Mean Median
Male Female
Average
pay per
hour £
14.5% pay gap
7% pay gap
Average pay for all staff at UCL in 2019
Pay inequality examines the
difference in average (means and
medians) salaries among men and
women in UCL. The average gap at
UCL is presently 14.5percent, with
a median of 7percent. This is still
much lower than the national
average. When these numbers are
compared to the 2019 reports, UCL
has the lowest average gap and
also the second least overall gap
inside the Group.

Causes of Gender Pay Gap
The economics examination of the gender pay discrepancy reveals that certain
inequalities are linked to disparities in men's and women's features:
After graduating, males have earned somewhat more prospective job
experience on average.
Women are doubtlessly will work in low-wage jobs and sectors.
Men are doubtlessly to take up management and high-paying roles.
Women have traditionally relied on their families' needs and more frequently enter and
exit the labour field, reducing their job experience.
Males workers have a higher probability to be white that female workers,
pointing towards one of the discriminating causes for wage disparities in which
white people earn greater.

 In the United States, the percentage of corporations that enforce pay
secrecy has decreased from 75percent in 1995 to 23percent in 2019.
 To minimize secret discussions and different beginning wages, Subreddit,
an online news site, has adopted an either accept or reject it
compensation policy for base pay.
 Boston is the only jurisdiction to prohibit companies from inquiring
candidates about their salary before providing them a job. The new
Massachusetts legislation requires recruiting executives to specify a
salary amount upfront, predicated on what a candidate is valuable to the
organization instead of what they or she earned in a previous role.
EXAMPLES OF SUCCESSFUL PAY
TRANPARENCY PRACTICES: CURRENT TRENDS

PROFESSIONS
WITH THE
BIGGEST GAP
The gender pay gap may be found in
nearly all specialties and sectors,
although earnings are often greater in
firms where males predominate. In
latest days, objectively substantial
income disparities in favor of males
have remained relatively stable.
Furthermore, women earn much less
than males in various occupations.
Below are a few jobs with a
significant gender salary disparity.

Place numerous women on your list of desirable
prospects for employment and advancement.
Instead than depending entirely on interviewing,
use technique evaluation tests when hiring new
employees.
Qualitative questions are ideal for recruiting and
advancement because these prevent unjustified
prejudice from influencing judgements.
Promote wage bargaining, particularly within
national leagues, and display compensation ranges.
Improve the openness of the advancement, salary,
and compensation procedures so that personnel
comprehend management decisions.
Deploy diverse directors or task teams.
METHODS FOR
OVERCOMING
INEQUALITY
THE FOLLOWING STEPS JUST
MIGHT BE USEFUL IN
OVERCOMING THE GAP WITH
MALE AND FEMALE
PERSONNEL:

REFERENCES
 Blau, Francine D., and Lawrence M. Kahn. "The Gender Pay Gap." Academy of Management Perspectives, vol. 21,
no. 1,2007, pp. 7-23. Academy of Management, doi:10.5465/amp.2007.24286161.
 Blau, Francine D., and Lawrence M. Kahn. "The Gender Wage Gap: Extent, Trends, and Explanations." Journal of
Economic Literature, vol. 55, no. 3, 2017, pp. 789-865. American Economic Association, doi:10.1257/jel.20160995.
Accessed 18 Feb 2019.
 Government Equalities Office. "Reducing the Gender Pay Gap and Improving Gender Equality in
Organisations." Assets.Publishing.Service.Gov.Uk, 2017,
www.assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/731288/
Gender-Pay-Gap- actions_.pdf.
 McGrath, Gary. Gender Pay Gap Report 2017. Zotefoams, 2017, www.zotefoams.com/wp-
content/uploads/2018/04/GENDER- PAY-GAP-3-APR-18-1.pdf.
 Vagins, Deborah. "The Simple Truth about the Gender Pay Gap." AAUW: Empowering Women
Since 1881, 2019, www.aauw.org/research/the-simple-truth-about-the-gender-pay-gap/.