The document discusses the gender pay gap in the UK. It provides an overview of the gender pay gap reporting regulations and current data showing women earn on average 13.3% less than men. Comments note the pay gap increases to 33% for women who have children and it could take 40 years for flexible job opportunities to match demand. Potential responses to address the gap include promoting flexible working, role models, coaching, and reviewing pay policies.

1. Gender Pay Gap
“What can and should our response be?”

2. Overview
• The Equality Act 2010 (Gender Pay
Gap Information) Regulations 2017 (SI 2017/172)
• The gender pay gap reporting duty applies to
employers with 250 or more employees
• Public sector equality duties extended bring in an
equivalent gender pay gap reporting duty

3. What are people saying?
“Nothing in law requires an employer to do
anything about the gap.”
“Women in the UK see an average 10% gap
increase to 33% if they have a child.”
“It could take as long as 40 years for the number
of jobs that are advertised as offering flexibility to
match the number of people in that market"

4. Current data (2018)
• Mean gender pay gap: 13.3%.
• Median gender pay gap: 9.3%.
• Mean gender bonus gap: 20.1%.
• Median gender bonus gap: 3.1%.
• Men in the top quartile band: 62.4%.
• Women in the top quartile band: 37.6%.
Xpert HR 2018 data

5. Bonus Gap
by
employer
size

6. Potential Responses
• Flexible Working
• Role models
• Coaching/Mentoring
• Pay policies

7. Discussion
• What conclusions can we draw from the data?
• What actions have you taken or plan to take?
• What other responses should we make?