Published: Fri, April 13, 2018
Business | By Kate Woods

Bromley council chiefs quizzed over gender pay gap

Bromley council chiefs quizzed over gender pay gap

But according to a new analysis from talent strategy firm Korn Ferry, in one sense the genders are paid rather equitably. Several recent equal pay cases involving high-profile employers at Tesco, Sainsbury's and Asda highlight the extent of the problem. "More education helps increase women's earnings, but it still doesn't close the gender gap".

Press Gazette understands that at The Telegraph, two town hall-style meetings have already been held for staff to question senior editorial figures over issues that have arisen with publication of the gender pay gap. The bill failed on a voice vote but yesterday the 9th U.S. Circuit Court of Appeal ruled that women can not be paid less than male colleagues based on prior salary history. "This is partly because we offer flexible/agile working, which is particularly attractive to working parents (many of whom are women) and carers".

Emma Tracey, co-founder of Honeypot, noted the importance of the data when discussing the gender pay gap.

And "genuinely flexible and widely available work arrangements and measures to prevent daily workload impinging on domestic life".

"Targeted pay rises and negotiated pay settlements that favour the lower paid can make a difference".

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Tuesday was this year's "Equal Pay Day", its date purportedly representing how far into the new year women have to work to catch up with the amount of money men earned in the prior calendar year.

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Sainsbury's Supermarkets had the second largest gender pay gap of the top five retailers at 9.3%. However, it had a median gender bonus gap that was in favour of women by 100%. The wage gap for mothers is 71 cents for every dollar paid to fathers.

The focal point of the event was a "consciousness-raising " cookie sale, meant to illustrate the point that women continue to make only 80 cents for every dollar earned by men in similar positions.

The statement, signed by Conde Nast Britain chief operating officer Sabine Vandenbroucke and HR director Hazel McIntyre, said: "We recognise that we need to work to reduce the gap in the upper quartile [of earners]. And until people admit that there's no way we're going to make some progress", said Madsen.

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"There is no evidence to suggest we don't pay a fair rate for the job, regardless of the gender". In other words, when comparing mean hourly rates, women earn approximately 84p for every £1 that men earn.

Firms on the map identified with a large red pin are those that have a median hourly pay gap greater than the national average - which was 18.4 per cent in 2017. "We now run mentoring circles with groups of talented women".

As a result, Woolf said, a odd situation subsequently arises, where the market itself is unfairly distorted, but now it is a genuine material defence under equal pay legislation to justify the difference on market-comparison basis - so long as firms provide evidence that they regularly compare the pay of female and male staff to the market.

"Some teams have achieved this and others have a way to go", it said. "It's clear that discrimination contributes to it - and equally clear that it's causing grave harm to women, families and the country". That is why we are investing so much money into training internal staff.

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