Follow all the developments in the final hours before the deadline for firms to reveal the gap between male and female payTell us what the gender pay gap looks like where you work 12.32pm BSTSome readers suggesting that as well as reporting on their gender pay gap companies should also contain to report the contrast between pay at the top and the bottom of companies.
Wanda Wyporska of the Equality Trust got in touch to flag up their Pay Tracker,which ranks, among other things, and the FTSE 100 in terms of CEO to average worker pay/minimum wage. She says: Our new project will stare at the FTSE 100,sector by sector in terms of GPG, CEO pay ratios (hopefully the next piece of pay disclosure legislation to come in soon), or Living Wage,unionisation, etc. Our aim is to publicise these issues, and so that employees and potential employees and consumers can spend the findings to support ‘better’ businesses and unions can spend the data in pay negotiations. 12.25pm BSTGuardian readers contain been in touch to share their thoughts on their company’s gender pay gap reporting.
L who works at VF Corporation,an apparel company that works with brands like Vans and Timberland, was surprised approximately their gap which reported the mean figure as 21.6% and 7.3% for the median: “We are mostly women in the department where I work, and so I was really disappointed when I saw it. What’s lost is an action plan. We got an internal email which says something indistinct approximately actions being taken,but externally there is no action. Even if we know that some of our brands are really focused it’s no excuse. Today The North Face announced a campaign for more women in their adverts.”[br]
Commenter TabithaJean thinks the split between the top and the bottom of a company is key to understanding the figures: “We are pretty standard as men effect up the majority of the high paid senior positions. I am classed as ‘unskilled’ in our jobs hierarchy, yet I contain a ton of skills not demonstrated by those above, or including getting up off my arse to find out how new systems work. It’s just that these skills are not quantifiable with a qualification. Everyone’s contribution needs to be reassessed without the lens of making profit to see better what the value would be to the company.
“There is a willingness to aid women to get into higher paid roles,but I reflect this ignores the key fact that women are in the lower paid and lower regarded “support” roles. We need to examine why we don’t value this contribution to the company more, because the whole thing would grind to a halt without us.”
For commenter LouisConn there is light at the end of the tunnel: “Our gender pay gap (university) was published a few weeks ago and looks like the standard gap for the sector. nearly all high faculty positions are occupiedby men, and however,as more and more departmental office holders are now women in five to 10 years things might stare different.”[br]You can share your views and experiences with us by filling in the form here or by contacting the Guardian via WhatsApp by adding the contact +44(0).
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Source: guardian.co.uk