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If you have any questions relating to this article or have any employment issues you would like to discuss, please contact Claire Taylor-Evans on [email protected].
In the 2018-2019 reporting period, 78% of companies still had a pay gap in favour of men, with the pay gap having actually increased in favour of men in 45% of companies. The gender pay gap across tech companies is currently higher than the UK average.
The tech industry faces problems relating to equality and diversity, which is no doubt fuelled by perceptions of a lack of available career progression and pay inequalities within the sector – leading to a cycle of fewer women wishing to enter the profession. Companies who report a pay gap between their employees are at risk of facing ramifications including reputational damage as a result; we all know of the backlash faced by the BBC when they revealed the difference in pay between their staff.
Companies who are obliged to publish their gender pay gap data have the opportunity to provide an accompanying report which explains the results and offers a dialogue of what steps have been identified which could improve the pay gap within the company in future years. Of the companies who elected to do so, many of them cited reasons such as recruitment issues and the impact of women choosing to take career breaks as contributing factors.
It has been reported that pay parity is unlikely to be achieved in the UK for 50 years. However, there are ways in which employers can use technology to help achieve quicker progress within their own company, such as:
Clearly there is a long way to go to in tackling the gender pay gap issue; however these small steps are good ways of ensuring that your business is heading in the right direction. In addition, Boyes Turner’s employment team are able to assist, with services such as the preparation of gender pay gap reports, and providing ‘unconscious bias’ training to staff.
Consistent with our policy when giving comment and advice on a non-specific basis, we cannot assume legal responsibility for the accuracy of any particular statement. In the case of specific problems we recommend that professional advice be sought.
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If you have any questions relating to this article or have any employment issues you would like to discuss, please contact Claire Taylor-Evans on [email protected].
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