Member Since: 11th Apr 2017
18th Jun 2018
I agree - it seems to explicitly refer to services, not goods, which is at least logical!
6th Apr 2018
As many have said already, my opinion is that gender pay gap reporting isn't there to show zero gap, it is making employers think about it at board level. Like tax strategy legislation, the intention was always to force businesses to consider how they go about their business and how they make their decisions.
People should be paid for the job, not their gender, and people should be promoted based upon ability.
We have to remember shared parental leave only came into force in 2015, and before that a new mother was essentially forced to take a career break, which will harm her progression for bona fide reasons (others gaining more experience during her maternity leave). It will take time for the impact of shared parental leave to take effect, because it is likely to take some time for those using it now to reach the top jobs.
Having worked in a big 4 firm, the promotion process was transparent and clearly based on ability and readiness, and in my time there I saw more women promoted than men, and I know that I was paid very slightly (about 2%) less than one of my female peers!
I honestly believe that things are being done the right way in these organisations now with more spotlight on corporate responsibility, but there is a hangover from 20 years or so ago where top jobs were dominated by men - as they retire, I fully expect to see a greater degree of gender balance in the top jobs, and therefore in overall gender pay.