With just hours to go before the deadline for UK companies to report their gender pay data, the latest figures show that men are paid on average 9.9 per cent more than women in Britain. Under rules introduced last year, UK employers with 250 or more workers are required to report the difference between what they pay men and women. The deadline for public sector employers passed at midnight on Friday, while the cut-off for private sector companies is midnight on Wednesday.
BRITAIN has one of the widest gender pay gaps in Europe. For every pound that men earn, women make 80p, and the disparity has moved little in 15 years. Vowing to end this “scandal” within a generation, in 2015 the then prime minister, David Cameron, pushed through a policy long resisted by businesses. Organisations with 250 or more employees would have to publish the gap in hourly pay between men and women. April 4th 2018 was the deadline for the first wave of this annual exercise. The results aren’t pretty.
OSLO — When it comes to promoting women’s careers, Norway is often held up as a model. The country has been described as one of the “most gender equal nations in the world.” And its state-mandated quotas of women on company boards have been put forward as an example for other countries to follow.But if you look — as I have — at the percentage of women who reach the top of the career ladder, another picture emerges. By this standard, Norway is not much of an exemplar. It ranks just above Romania and Germany, and far behind countries like Russia, the United States, France and Latvia.
Most organisations recognise the benefits of having a gender diverse workplace in the modern economy—equal hiring practices lead to higher engagement, more creativity, and better talent recruitment. But are there benefits that go beyond equal numbers of men, women, and gender-diverse people in the room?