What is the gender pay gap?

Share

While the gender pay gap in each of the lowest three pay bands at the multiple is "less than 1% in favour of females", there is "higher male representation in more senior roles", Boots added.

In a report containing a detailed breakdown of the RSC's gender pay gap, chief executive Robert Parker said the organisation is "committed to gender equality and inclusion".

"We have taken steps to increase the proportion of women in senior roles - for example, growing the proportion of female heads of department by 11% between March 2016 and March 2017 to reach 41% of total heads, but there is still further progress needed, most notably at the highest-paying levels", they said.

Channel 4's gap is more than ten per cent above the national average of 17.4 per cent, despite its workforce being comprised of 59 per cent women.

Meanwhile, the channel's bonus gap is even more disparate, with a gap of 47.6%.

ITN, which makes some of Britain's best-known news, current affairs and factual shows, last week revealed a gender pay gap of 19.6% and a whopping bonus gap of 77.2%.

More news: GHS Students Take Part In Walkout

"Instead, we must reduce the gap by focusing on increasing the proportion of women in higher-paid roles".

A review of around 300 employees' pay by external counsel, commissioned by Channel 4, found no evidence of a systematic equal pay problem at the broadcaster. Fifty-nine percent of associates at the firm are women, while 56% of both fee earning and business services roles are held by female employees, and 100% of secretaries at the firm are women.

Figures for London Fire and Emergency Planning Authority and Old Oak Common and Park Royal Development Corporation both revealed an inverse gender pay gap, with the women being paid more than men.

"We have seen improvement over the past five years, but we will not rest until the gender pay gap is zero". ITV and Channel 5 are yet to publish details of staff salaries.

This figure is not comparable with the data for 2016, but will be used against future pay gap data. The company said this was because there were "fewer women in senior bonus-eligible roles during this time period".

"This is not a stated aim as, if it were, it would result in actions that would go against the spirit of the gender pay gap legislation, which was created to help women achieve greater equality of opportunity in the workplace".

Share