Under the new legislation,
Any employer with 250 or more employees on a specific date each year (the 'snapshot date') must report their gender pay gap data. You must report and publish your gender pay gap information within a year of your snapshot date. You must do this for every year that you have 250 or more employees on your snapshot date.
The Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023 has passed the Parliament. That means from early 2024, the gender pay gaps of employers with 100 or more workers will be published – a key reform to drive transparency and action towards closing the gender pay gap.
On 30 March 2023, Parliament passed the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023.
In the US, employers with 100 or more employees and government contractors with 50 or more employees are required to file an annual EEO-1 report with the Equal Employment Opportunity Commission, which discloses data regarding race and gender of employees by job classification.
Since 2006, the Global Gender Gap Report has been measuring gaps between men and women based on four key indicators: Economic Participation and Opportunity, Health and Survival, Educational Attainment and Political Empowerment.
Gender-sensitive reporting is the practice of producing media content in a way which is sensitive to gender inequalities and portrays women and men fairly. Gender-sensitive reporting should be considered a key principle of professional media production, similar to values of accuracy and balance.
The result
It has a compounding effect that results in a woman's reduced earning capacity over her lifetime. On average, women are less likely to progress as far as men in their career and accumulate less money for retirement. Women are more likely to spend their lives working, and caring for the home and loved ones.
A good share of the increase in the gender pay gap takes place when women are between the ages of 35 and 44. In 2022, women ages 25 to 34 earned about 92% as much as men of the same ages, but women ages 35 to 44 and 45 to 54 earned 83% as much. The ratio dropped to 79% among those ages 55 to 64.
These factors include: conscious and unconscious discrimination and bias in hiring and pay decisions. women and men working in different industries and different jobs, with female-dominated industries and jobs attracting lower wages.
If the non-executive director provides services through a personal service company, the Acas guidance: managing gender pay gap reporting, mentioned above, would suggest that he or she will not fall within the scope of the regulations.
A negative gender pay gap means that, on average, women's gross hourly earnings are higher than those of men.
Countries where gender equality is the highest are located in varying regions around the globe. Nordic countries—Iceland, Finland, Norway, and Sweden—top the list, thanks to their gender equitable labor policies, healthcare access, and representation in government and leadership positions.
Take the mean hourly pay for men and subtract the mean hourly pay for women. Divide the result by the mean hourly pay for men and multiply the result by 100. This gives you the mean gender pay gap in hourly pay as a percentage of men's pay: this is the figure you must report.
Employers with 250 or more workers must report their gender pay gaps every year, and employers with 150-249 workers will have to report every three years. The first reports will be published in 2027 and will relate to the 2026 calendar year.
The department's gender pay gap is 10.56% and the percentage of female employees within the upper remuneration quartile is 48.35%.
The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of men's average hourly earnings (excluding overtime). It is a measure across all jobs in the UK, not of the difference in pay between men and women for doing the same job.
Pay audits help organizations take a thorough look at how and what employees are paid and how those decisions are made. A thorough audit looks at the data, often using statistical analyses to compare the salaries of those who do similar work and examining any discrepancies case-by-case.
As of 2021, Belgium is the country with the most equal pay between the genders of OECD countries. The gender pay gap was at 1.17 percent. South Korea, on the other hand, is the country with the highest gender pay gap of the OECD countries with a 31 percent difference between the genders.