According to new research by job site, Glassdoor, 65 per cent of women would not apply for a job at a company where “men and women are not equally paid for equal work”.
This comes on the back of the impending introduction of new rules whereby companies with over 250 staff are required to publish gender pay differences. Although, there are some who are concerned that the lack of public understanding regarding the difference in equal pay and gender inequality will confuse the two.
The poll of 2,000 workers last month shows a strong support for greater transparency around pay with two thirds (65 per cent) believing that employers who choose to embrace equal pay transparency will help to eliminate the gender pay gap.
Speaking about the results, Andrew Chamberlain, Glassdoor’s chief economist, said:
“The gender pay gap is set to be a major issue in the UK this year, not least because employers are grappling with the challenge of how to analyse their own data and there is a relatively low level of understanding amongst the workforce about what causes the gap.
“Both male and female employees want more transparency around pay, and companies that offer this will have the advantage when it comes to recruiting.”
He added: “Simple gender pay gap reporting doesn’t give any real insight unless people know what the causes of the gap are or if men and women are paid equally for equal work.
“We know that men and women can be paid differently for doing the same job, both in the UK and other countries too.”
According to an analysis of Glassdoor user data, uploaded anonymously by 22,500 employees in the UK, the gender pay gap is 22.9 per cent, with women earning 77.1 pence for every pound earned by men.
Glassdoor then analysed the data to provide statistical controls for differences in age, education, experience, industry, company and job title and found women to be paid 5.5 percent less than men.
Mark Crail, head of salary surveys at XpertHR, said:
“In almost every organisation, most if not all of the gender pay gap can be explained by structural differences in employment, some of which are beyond the control of an individual employer, rather than by equal pay issues. But that is not going to be the first thing that springs to mind for an employee who comes across their employer’s gender pay gap data.”
Our advice is to study your internal data well before publishing it. Sometimes the numbers can be misleading and are often explainable with simple controls attached. Alternatively, if you do see an unexplained gender pay gap within your organisation, now is the time to do something about it.