Gender Pay Gap Report 2021 - Nbi .za
GENDER PAYGAP PILOT 2021Unpacking the MethodologicalApproaches
THE SOUTH AFRICAN GENDER PAY GAP: AN ANALYSIS AT THE FIRM LEVELMAY 2021TABLE OF CONTENTS1. Executive Summary2. Introduction3. Women and the South AfricanLabour Market3.1. Gender Pay Gaps3.2. Gender Pay Gap Reporting4. Data Overview4.1. Data4.2. Descriptive Statistics4.2.1. Wage determination4.2.2. Wage inequality5. Methodology5.1. OLS Model5.2. Quantile Regression Model5.3. Oaxaca-Blinder Decomposition6. Results6.1. OLS Model6.2. Quantile Regression Model6.3. Oaxaca-Blinder Decomposition134Table 1Summary of benchmark country’s gender pay gap reporting requirementsTable 2Selected firm characteristics and national demographics (%)56Table 39Table 491313192020202021212427Hourly median wages across firms (in Rands)Mean and median of bonuses and commissions paid (Firms A and E)Table 5Median hourly wage distribution (by selected demographics), 2020Table 6Ordinary least squares (OLS) regressions for all firmsTable 7Quantile regressions results for all firms (by gender)Table 8Oaxaca-Blinder decompositions, hourly wages (in Rands)Table 9Employment equity levels, by race and gender (%)Table 107. Discussion298. Call to Action31Table 119. Our Team3210. SCIS Team33Table 1211. References3412. Appendix36Racial and occupational levels, by gender (%)Quantile regressions for each firm (female)Quantile regressions for each firm (male)Figure 1Hourly median and mean gender pay gap, by firm (in Rands)Figure 2Hourly median pay, by gender across firms (in Rands)Figure 3Log hourly wages by gender and firm (in Rands)Figure 4Hourly median pay across firms (in Rands) National Business Initiative 2021. All rights reserved. Reproduction is not permitted without priorpermission from the National Business Initiative.
Back to content page1. EXECUTIVE SUMMARYThe National Business Initiative’s (NBI) strategy of drivingThe gender pay gap across firms ranges from 9% to 35%,social and economic transformation aims to address structuralwhich results in a quantifiable amount of R72.44 to everybarriers to creating an equitable and just society. Given ourR100.00 earned by men according to the data generatedhistory and our current context of continued discriminationfrom the study. It is important for companies to understandand exclusion, we recognise that fundamentally addressingthe financial aspects of closing the gender pay gap in ordergender inequality is a critical lever for change.for them to plan in the short to medium term. This is oneaspect of driving the impetus of transformation, whichIn 2019, the NBI published a report, Gender Equity in theentails focused effort, and is a long-term project.Workplace, in which we unpacked complex societal andeconomic inequity, and explored how these dual dynamicsWhenaffect women. Both challenges result in, and contribute to,employees, men’s earnings remain elevated above thoseentrenched pay disparity and income inequality. In the report,of women. Another dimension is that overall, white menwe noted that 42.6% of households in South Africa are headedare the highest earners, the study finds. This not only pointsby women. These households have a higher dependency ratio,to the gendered nature of work and pay in South Africa’swhich, in simple terms, means that women shoulder greaterprivate sector, but also its racialised nsibility for children and other dependents.This issue, amongst others, informs and underpins theAs such, it is concerning that, in 2015, 57.2% of female-headedNBI’s robust approach to steering the agenda to close thehouseholds were poor. Equally worrying is the fact that womengender pay gap. The information garnered from this study,are experiencing higher levels of unemployment, while thoseas well as others before it in the NBI’s series on the topic, iswho are employed are paid 19% to 37% less than men.a pragmatic tool that companies can use to address genderinequality in their workplaces. There is little doubt thatThere is no doubt that COVID-19 and the attendanttaking proactive and corrective action will have meaningfullockdowns have worsened women’s plight both economicallysocio-economic benefits.and in society. The latest unemployment data reflects this. Thefigures indicate that women are disproportionally bearing theWe therefore call on companies to commit to transformationbrunt of job losses. They are also faced with the scourge ofthat will disrupt patterns which reinforce and perpetuaterising gender-based violence.the gender pay gap by engendering pay equity, and tocontribute towards closing the gender pay gap.This Gender Pay Gap Pilot study intends to contribute to thegrowing work on pay disparity. It does so by using availableOn behalf of the NBI, I would like to thank: our partner,employee data and testing methodologies to present a fact-SCIS; our member companies for participating; the Southbased analysis of the pay gap. We have partnered with theAfrican Rewards Association for their support; and theSouthern Centre for Inequality Studies (SCIS) at the UniversitySocial Transformation team.of the Witwatersrand (Wits) to ensure a rigorous process,utilising relevant econometric models for the analysis. TheJOANNE YAWITCHNBI, along with four of our member companies, was pleasedCEOto participate in the pilot.The study results reveal several salient points detailedin Chapter 7 Discussion. There are also insights worthhighlighting.1NBI GENDER PAY GAP PILOT 2021NBI GENDER PAY GAP PILOT 20212
Back to content page2. INTRODUCTION3. WOMEN AND THE SOUTHAFRICAN LABOUR MARKETPrior to 1994, Posel (2000) characterises the South AfricanA key outcome of the Job Summit was the proposal ofeconomy as having significant gender imbalances witha pilot project to understand the gender pay gap. Thisspecific respect to access to opportunities and resources.pilot project has the following three objectives. Firstly, toSignificant strides in the post-apartheid era have resultedWomen had lower participation and employment ratesdevelop a simple and standardised methodology that firmsin women’s labour force participation rates increasingrelative to men. In fact, where employed, women wereof different sizes can apply across various sectors. Secondly,significantly from approximately 44% in 1995 to a peakoverrepresented in low-skill jobs whose wages wereto apply the devised methodology to a selection of firms toof 49% percent in 2015 (Casale and Posel, 2002; Casale,significantly lower, resulting in women-headed householdscalculate gender wage gaps. Lastly, to determine solutions2003; Mosomi, 2019). In the fourth quarter of 2019, thefacing higher poverty incidence rates (Bhorat and van derto improving and correcting identified wage gaps, based onparticipation rate for female employees was 53.8%, 12Westhuizen, 2010). This is the case despite evidence thatemerging results. This initial report presents the frameworkpercentage points lower than the male participation rateboth male- and female-headed households experienced ato achieving these stated objectives. Section 2, summarises(Statistics South Africa, 2019). This expansion in femaledecline in poverty levels as measured by the headcountthe prevailing research in the area of gender wage gaps. Itparticipation is often attributed to four main factors. Firstly,index (Bhorat and van der Westhuizen, 2010). Despitealso summarises gender pay gap reporting requirementsincreased education levels among women expanded theirvarious advances in the post-apartheid era, women stillfrom a selection of countries that have similar structuresemployment opportunities and returns to employment,lack access to the formal economy – which is associatedin place. Sections 3 and 4 of the report describe the datawhich in turn lowered the cost of starting a family. Thiswith higher wages and increased job security. Hence, theused and the methodology to be applied, respectively.trend is referred to in the literature as the “feminisationNational Development Plan (South Africa Government,Section 5 presents preliminary findings and conclusions.of labour” (Casale and Posel, 2002). Secondly, over this2012) specifically seeks to promote gender equality andperiod there was a decline in marriage rates and in thethe development and provision of greater opportunitiesage at first marriage (Garenne et al., 2012 cited in Poselfor women – both in rural and urban areas.2000; Posel and Casale, 2013; Posel and Rudwick, 2014).Thirdly, extensive legislative and institutional changesIt is within this context that the 2018 Job Summit washave facilitated the entry of women into the labour forceconvened. The central objective of this summit was(Posel, 2000; Mosomi, 2019). Lastly, Ntuli and Wittenbergto identify solutions, opportunities and challenges to(2013) attribute increased labour force participationjob creation and retention of skills faced by each of theof black women as resulting from changes to “socialsocial partners to ensure that the country’s skillset andnorms and women’s behavioural responses towards theemployment profile resembles the country’s gender, raciallabour market”, rather than from any changes to humanand spatial make up (South Africa, Framework Agreement,capital characteristics. These norms include the easing2018). Emerging from this Summit was the proposal toof mobility rules that restricted women to the position ofaddress the gender wage gap, an element identified“homemaker” in designated areas, and eliminating legalas a key barrier to achieving inclusion and equity at therules that subjected women to relationships with a malefirm level, and broadly in the economy. Although currentpartner in order to access social services such as housing.employment equity reporting structures require firmsThese changes, coupled with greater access to education,to report salary information, major inconsistencies inincreased female labour force participation.measurement and calculation make it difficult to comparetrends over time and across firms.The resulting increased female labour supply boostedfemale employment rates from 39% in 1995 to 45% in 20151(Posel, 2000; Mosomi, 2019). However, the increase in thefemale participation rate outpaced the employment rate,which has resulted in high unemployment rates for femaleworkers. This trend has continued with female employeesbeing more vulnerable to unemployment compared totheir male counterparts, such that in the fourth quarter of2019 the female unemployment rate was 31.3%, higherthan both the overall unemployment rate (29.1%) and themale unemployment rate (27.2%) (StatsSA, 2019).13Gender Pay Gap Pilot ReportThese policies include the Labour Relations Act 66 of 1995, governing workplace interactions between employers and employees; the Basic Conditions ofEmployment Act 75 of 1997, which regulates working conditions including working hours, and allows the Minister of Labour to determine sectoral minimumwages; the Employment Equity Act 55 of 1998, which sought to promote equal opportunities and fair treatment in employment through the eliminationof unfair discrimination; and the Black Economic Empowerment Act 53 of 2003, whose objectives were to facilitate a broad-based black economictransformation in order to enable the meaningful participation of black people in the economy (Source: Leibbrandt et al. 2010a, as cited in Mosomi, 2019).Gender Pay Gap Pilot Report4
Back to content page3.1. GENDER PAY GAPSThe gender pay gap is the difference between the averageVarious reasons are cited for this persistent gender wageVarious decomposition techniques are relied upon in theIn keeping with the literature, this paper will discuss thehourly median earnings of a company’s male and femalegap. Mosomi (2019) suggests that male employees’literature to isolate the observed gender pay gap into adifference in median log hourly wages between maleemployees. Mosomi (2019) observes that average wagesunionisation within male-dominated and highly unionisedcomponent that is due to differences in characteristicsand female employees. Median wages are typically usedin the post-apartheid period have consistently outpacedsectors such as mining and utilities could partly explains it.and that is unexplained – that is, it cannot be explainedbecause this avoids the pitfall of relying on a mean figuremedian wages. This is reflective of South Africa’s highDifferences in sector of employment and occupations areby differences in returns from wage determinants suchthat could be pulled upwards by the presence of any highincome inequality, resulting in the incomes of few high-further cited as an explanation, where women are largelyas education and occupational levels (Jann, 2008). Theearning individuals. Additionally, hourly wages are reliedearning individuals at the top end of the income distributionemployed in low-wage positions and sectors, while theOaxaca-Blinder decomposition is typically utilised toupon as this eliminates any discrepancies arising frompushing up average but not median wages. Changes to theopposite is true for men (Casale and Posel, 2005; Mosomianswer questions such as what would the wages of theindividuals working longer hours and therefore earninglabour market such as increased female participation and2019). This occupational segregation is particularly evidentaverage woman be if she had similar characteristics to thehigher wages. The next section will discuss the gender payemployment rates ought to narrow the wage gap betweenfor Black and Coloured female employees who continue toaverage male (Hoyos et al., 2010).reporting structures applied across a selected cohort ofgenders. Instead, analysis of the gender wage gap in theoccupy low-paying occupations.countries.South African labour market has consistently identifiedKee (2006) used Australian national labour forces surveysa positive and persistent gender wage gap (Ntuli, 2007;Previous work in the area of gender wage gaps has reliedto analyse the gender wage gaps across the wageCasale and Posel, 2011; Bhorat and Goga, 2013; Mosomi,almost exclusively on survey data collected and distributeddistribution of employees in the public and private sectors.2019). However, results on the evolution of the genderby Statistics South Africa, and not on firm-level data, whichHis calculation relied on linear and quantile regressionswage gap are mixed, with some researchers finding anis used in this analysis. The advantage of firm-level dataas well as counterfactual decompositions to determineincrease in the gap, while others have observed a decline.is that wage information is more reliable, as it is preparedwhether the observed differences in log hourly wages areThe comparability of these findings is further complicatedand verified by a third party. Additional payments suchattributable to individual characteristics or differing returnsby the use of different methodologies and different timeas bonuses and other remuneration may be omittedto male and female employees. The paper observes that inperiods (Mosomi, 2019).from survey instruments, which would have the effectthe private sector, there are larger differences in the genderof understating the gender pay gap. This omission canpay gap at the top of the distribution, a situation referred toIn the most recent and comprehensive analysis of genderbe corrected by use of actual payments received by thein the literature as a “glass ceiling”. In the public sector, thewage gaps in the post-apartheid period, Mosomi (2019)various employees.gender pay gap is relatively constant across all percentiles.observes positive, constant and heterogeneous wage gapsThis difference is attributed to the fact that both sectorsacross the wage distribution. For example, the differentialIt is also important to distinguish between two types ofapply different pay schemes, with wages being capped inbetween female and male wages is highest at the 90thgender pay gap. In the first type, men and women withthe public sector where wages are observed to convergepercentile, and lowest at the 10th percentile. Additionally,similar characteristics except for gender earn differentfor the genders, as compared with the private sector, whichshe calculates that the female-male wage ratio increasedwages. For instance, where a firm calculates a 10% genderhas more flexibility in the pay adopted and applied.from almost 0.7 in 1993 to 0.9 in 2014 at the 90thpay gap, this means that women earn R90 for every R100percentile (with some fluctuations in between), while thepaid to every man. A negative gender gap would implyIn a 2003 study, Blau and Kahn observed a reductionwage ratio at the median increased modestly from 0.7 inthat for that organisation, men earn less than women to thein the gender pay gap in the UK - between 1970 and1993 to about 0.8 in 2014, with various fluctuations overmagnitude of the calculated difference. The second type2000 - described as “dramatic and substantially largerthe period of analysis. However, a more modest increaseof gender pay gap arises from occupational segregationthan that experienced in the US” (Blau and Kahn, 2003in the wage ratio at the median was observed. Mosomialong gender and racial lines (Espi et al., 2019). Labourcited in Chzen and Mumford, 2009). A 2009 Chzen andfurther calculated a substantial and persistent medianforce data from 1994 indicate that female employees wereMumford paper went on to apply a quantile regressiongender wage gap of between 23% and 25% – where femalemore likely than men to be employed in jobs classifieddecomposition method to study the gender wage gap inemployees earn less than male counterparts by this marginas unskilled – 38% of women compared to 29% of menlog hourly earnings across the wage distribution of both(Mosomi, 2019). Importantly, when decomposed further,(Gradín, 2018). In 2019, the share of women and menprivate and public sector employees. They observed thatthis wage differential remains unexplained by differences inworking in unskilled occupations had fallen to 34% anddespite such a decline, the pay gap between male andthe characteristics of female employees compared to those23%, respectively, in keeping with increasing skills intensityfemale employees remains substantial and persistent.of male employees – this is the portion that is attributed toin South Africa (Gradín, 2018). This was largely driven bydiscrimination against women in the labour market.shifts in paid domestic work – a fairly unskilled type of work(Mosomi, 2019). Over a similar period, at the higher end ofthe occupational distribution, both men and women weremore likely to be employed in skilled work, as evidencedby higher employment shares.5Gender Pay Gap Pilot ReportGender Pay Gap Pilot Report6
Back to content page3.2. GENDER PAY GAP thodology to data taken from a selection of firmsTABLE 1: SUMMARY OF BENCHMARK COUNTRY’S GENDER PAY GAP REPORTING REQUIREMENTSCountry andreporting institutionInstitutional mandateReported variablesMinimum firm sizeobligated to reportDescription of thegender pay gapto calculate the gender wage gap. To complete thissummarises the experience of other countries that havealso adopted gender pay gap reporting, referring tothe United Kingdom.AustraliaArising from theWorkplace GenderEquality Act 2012, theirpurpose is to promoteand improve genderequality in employmentand workplaces acrossAustralia (WGEA, 2018)Workplace GenderEquality AgencyPrevious literature in the area of gender pay gaps has Share of women in the organisation. Workforce participation rate among those aged between 15-64 years. Full-time weekly ordinary earnings. Full-time annualised basic salary. Full-time average hourly ordinary time cash earnings for non-managerial womenagainst non-managerial men. The median undergraduate starting salaries. The median superannuation balances at retirement. Paid parental leave provided to male and female employees. Share of women in leadership positions100The female averageearnings are subtractedfrom the male average,then expressed as apercentage, which formsthe pay gap (Kee, 2006).determinant factors. For example, Schmid (2016) reportsthat occupational segregation in Switzerland is one of themain reasons for the gender pay gap. Female and maleintegrated occupations.GermanyFormed in 1953, theFSO’s purpose is toprovide qualitativestatistical informationin an objective andindependent manner tothe public (StatistischesBundesamt, 2020). Gross wages paid to full-time employees covered by social security insurance.The proportion of women in each industry.The calculated gender pay gap for salaried employees.The median hourly gross wage.5The gender pay gap is thedifference in the average(mean/median) hourlygross wage of all men andwomen in a workplace(Maier, 2007).in Germany to 250 in the UK. Besides thehourly wage, this research observed theinclusion of various non financial measuressuch as the number of parental leavedays granted and the value of retirementsavings in Australia, as well as the shareof employees classified as single parentsin New Zealand. This inclusion recognisesthe development of specific institutional offices taskedwith reporting on the gender pay gap within differentthe gender pay gap.wages, education levels attained andsignificant variation in the minimum size ofThe Federal StatisticalOffice (FSO)from various international literature has necessitatedrequirements, and identifies the institutions that report onreport on hourly mean and/or medianwage trajectories. There is, however,The finding of a positive and persistent gender pay gapcountries. Table 1 summarises country-specific reportingobserved that firms in these countriesfirms required to report, ranging from fiveglobe, reporting gaps resulting from a number of differentlower wages than those in male-dominated and otherthe gender pay gap. It is thereforeexperience – factors that largely influencebeen gaining momentum in numerous countries across theindividuals working in female-dominated occupations havecountries closely resemble characteristicsthat researchers have relied on to calculatebenchmarking exercise for South Africa, this studyAustralia, Germany, Iceland, New Zealand, Switzerland andThe data reported in this selection ofIcelandCentre for GenderEquality (CGE)Formed in September2000, the CGE’spurpose is to handleadministration in thefield of gender equalityin accordance withIcelandic legislation(Jafnrettisstofa, 2000). Formed in 1984,the Ministry advisesgovernment on issuesand policies that directlyaffect women (Ministryfor Women, 2020). The mean log hourly wages.The differences in educational attainment between men and women.The proportion of women in each industry.The proportion of females acting as the sole parent.Legislation wasintroduced effective1 July, 2020 with thepurpose of addressingthe gender pay gap(FOGE, 2020). The log gross hourly wage.The proportion of women in an organisation.Workforce participation rate among those aged between 20-62 years.The mean number of years of work experience.The proportion of women in managerial positions.The governmentintroduced gender paygap (GPG) transparencyregulations to encourageemployers (across theprivate, public andvoluntary sectors) toclose the earnings gap. Their mean gender pay gap.Their median gender pay gap.Their mean bonus gender pay gap.Their median bonus gender pay gap.The proportion of men in the organisation receiving a bonus payment.The proportion of women the organisation receiving a bonus payment.The proportion of men and women in each quartile pay band.The mean gross hourly wage.The proportion of women in an organisation.The differences in educational attainment between women and men.The mean number of years of work experience.25The gender pay gapis calculated as thedifference in the meangross hourly wagebetween male and femaleemployees (Plantenga,Remery, 2006).existing heterogeneity among employeecharacteristics, and that different personalchoices and qualities affect labour es:1 Iceland, being at the forefront of workplace genderequality, imposes significant pressure on other firms toimplement the 2017 legislation requiring all firms with25 plus employees to obtain pay equality certification.2 In Switzerland, if an employee does not conduct ananalysis on wages, the employer will not be penalized,thus the urgency to close the gender pay gap, if any,is not felt. Additionally, employees who file a lawsuitagainst their employers based on the existence of agender pay gap are permitted by the legislation to usethe results from the analysis conducted as evidence inthe lawsuit.3 Changes to the UK’s Equality Act, which came intoeffect in April 2017, made it compulsory for companiesemploying more than 250 employees to calculateand publish their gender pay gap figures annually,coinciding with the end of their financial year (ACAS,2019). These figures must also be submitted to theUK Government Equalities Office. Accordingly, SouthAfrican companies such as Investec, Old Mutual andAnglo American that are cross-listed in the UK are alsorequired to report their gender pay gap.7100Statistics New Zealandcalculates the pay gap asthe difference betweenthe mean hourly earningsof men and women inboth full-time and parttime work (Pacheco et al.,2017).100The gender pay gap isthe difference in the loggross hourly wage whichincludes the 13th and 14thmonth salary, bonusesand gratifications of allmen and women (Bonjour,Gerfin, 2001).New ZealandMinistry for WomenSwitzerlandFederal Office forGender EqualityUK250The gender pay gap isthe difference in theaverage (mean/median)hourly wage of all menand women (GovernmentEquality Office).Government EqualitiesOfficeGender Pay Gap Pilot ReportGender Pay Gap Pilot Report8
Back to content page4. DATA OVERVIEWIn order to calculate the gender pay gap, the followingTABLE 2: SELECTED FIRM CHARACTERISTICS AND NATIONAL DEMOGRAPHICS (%)anonymised data from participating firms were obtained:gender, race, age, education level, occupational level,number of hours worked monthly, employment status(whether the individual is employed full-time or parttime/permanent or on contract), trade union status (ifFirm AFirm BFirm CFirm DFirm ENationalAverage2 64225 2104649applicable), the province of residence (if applicable), wagespaid monthly and any contributions made by the employer,as well as any other remuneration made in that given year(bonuses, for example).4.1. DATAFirms in the dataset are referred to as Firm A, Firm B, FirmC, Firm D and Firm E. Two of the five firms are classifiedTotalRaceas belonging to the secondary economic sector, and theBlack546452713781other three belong to the tertiary sector. The full datasetColoured123160178contains a total of 28 646 observations, with eign01000-65 and older being excluded from the study, as the officialretirement age for employees in South Africa is 65. Atthe minimum, while conventional labour studies includeindividuals aged 15 and above, these being formal sectorfirms, the minimum age of employment is 18. The fullAgesample therefore includes individuals aged between 1818-244101010-and 64. The firms’ descriptive statistics are summarised25-343624365217-below in Table dian age 32804239Junior Management52451638029Middle Management211628194910Senior Management54281952Top Management002014312 64225 3312521627-Source: StatsSA, Department of Labour (2020), and owncalculations based on data provided by the five firms.Notes:1 For Firm A, 27 employees older than 65 and fouremployees whose occupational level was unspecifiedwere excluded. One employee based in aninternational office was also excluded.2 For Firm E, 21 learners and ten individuals whoseoccupation levels were missing were excluded.Employment Equity (EE)Occupational levelsTotal9Gender Pay Gap Pilot ReportGender Pay Gap Pilot Report10
Back to content pageThe following four characteristics were observed across theIn Firms A and B, seven and eight out of 10 individuals,sampled firms. Firstly, with the exception of Firm B, femalerespectively, belong to the lowest three occupational levelsemployees are the majority across the four firms, ranging(unskilled, semi-skilled and junior management), this isfrom 52% in Firm E to 90% of employees in Firm D. Firm Bquite similar to the national statistic of approximately 87%is male-dominated, as more than three in four employeesemployees in similar skill sets. In the remaining firms, over(76%) are male. Secondly, while the racial dynamics varyhalf of the employees are classified as middle managementacross the firms, they differ significantly from the nationaland above – employees in these three firms (C, D and E) arestatistics. Black employees are underrepresented acrosstherefore more skilled. In terms of gender, in Firm B, maleall firms, with the highest share of Black employees (71%)employees are the majority across occupation levels. This isemployed by Firm D, and the lowest (37%) by Firm E.unsurprising given the proportion of male employees at thisRelative to their national proportion and where employed,firm. At Firms C and D, female employees are the majorityIndian/Asian and White employees across all firms areof the employees across the occupational levels. Finally, atover-represented by between 200% and 350%. Only FirmFirms A and E, female employees are the majority at theB has a foreign work force, with foreign employees makinglower skilled occupational levels, while male employeesup 1% of the workforce. Thirdly, low employment rates forare the majority at the more skilled occupational levels.youth – individuals under 24 years of age – are evidence ofthe
rising gender-based violence. This Gender Pay Gap Pilot study intends to contribute to the growing work on pay disparity. It does so by using available employee data and testing methodologies to present a fact-based analysis of the pay gap. We have partnered with the Southern Centre for Inequality Studies (SCIS) at the University
3. Statutory Gender Pay Gap Report 2019 In this section is reported the Statutory Gender Pay Gap, the Gender Pay Gap (Excluding Casual Staff), and a review of Bonus Pay. A positive black number, means that there is a pay gap in favour of men, whereas a negative red number means that there is a pay gap in favour of women. 3.1. Statutory Gender .
by law to publish their gender pay gap each year on their own and on the Government’s website. This is Unite the union’s gender pay gap report for 2019 based on 2018 pay. 2 Gender Pay Gap 4 april 2019 ABOUT THIS REPORT The report was prepared in line with the Equality Act 2010 (Gender Pay Gap
A gender pay gap does not indicate discrimination or an absence of equal pay for equal value work - it reports a gender representation gap. If women hold more of the lower paid jobs in an organisation than men, the gender pay gap is usually wider. Gender pay gap reporting often further highlights important challenges that business
Gleeds Gender Pay Gap Report 2019 Gleeds figures 2018 PAY GAP This table shows the mean and median pay gap between men and women, based on hourly rates of pay and presented relative to men’s earnings. The median gender pay gap differs from the mean as it shows the mid-point of data, rather than the average. BONUS GAP
the gender pay gap, the second part on research funding. In a first section of the first part, we present the methodological and conceptual framework for an analysis of the gender pay gap in general. An outline of the general definition of the gender pay gap is followed by a discussion of existing indicators and measures of the gender pay gap. The
PROGRESS ON THE GENDER PAY GAP: 2019 7 In 2016, we released the first-ever study of the gender pay gap using Glassdoor salary data. In that study, we added to the large body of research confirming the existence of a gender pay gap, but we also used Glassdoor’s unique data to explore the drivers of the pay gap by
report, the 2019 overall pay gap data includes the pay gap data for UK subsidiaries of the firm. Statutory 2019 Gender Pay Gap Reporting The Gender Pay Gap aims to show the distribution of men and women across different roles within an organisation and highlight where there may be concentrations of a particular gender at lower or higher
4 Johnson Matthey Gender Pay Gap Report 2019 Gender pay gap key facts The gender pay gap is the average difference in pay between men and women. Johnson Matthey is committed to being a meritocracy where men and women are paid fairly. Women currently represent 26% of our UK employees. Female representation is lower in our science, technology and
