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It is year two. The morning headlines tell us gaps are not moving and companies are not doing enough. So what is happening with the 1,500 plus employers who have reported?

Fickle friend: 41% have reported higher mean hourly pay gaps. This does NOT mean there is no progress. A range of factors can increase gaps despite improved gender balance:

  • More men leaving at lower levels
  • More women joining at lower levels
  • Higher pay increases for key talent
Mean hourly pay gap changes 2017 to 2018
(no and % employers published to 5 March 2019)
Higher Same Lower
581 86 737
41% 6% 53%

Rate of change: 50% have reported changes in mean hourly pay gap of -/+1% and close to 80% changes within -/+ 5%. Sustained, significant lower pay gaps may take time. In the interim some employers are adding leading indicators to their narrative to report progress. These include changes in gender balance and data on senior female hires. Most are highlighting any progress on broader I&D initiatives.

Sector changes: our regular sector summary table is below. Compared to 2017, the mean hourly pay numbers are currently slightly lower for All employers, Retail and Technology and slightly higher for FS and Natural Resources.

  All employers Financial Services Retail Natural Resources Technology
Mean Hourly 12.86 27.00 12.43 25.71 18.48
Highest 66.00 61.00 46.90 49.40 49.30
Mean Bonus 6.51 49.47 29.08 24.11 28.23
Highest 134.20 87.80 129.10 100.00 78.90
Count 1,602 86 113 8 59

Just in time: like last year, only a fraction have reported early. This helps fuel negative headlines. What has changed is the form of reports. There are “same again”, “slimmed down” (with the D&I section of website doing more of the work) and “broader I&D reports with GPG numbers”. Leading employers are starting to adapt their communications approach to one that is more sustainable approach over time and more aligned with broader I&D communications.

In less than a month we will have the full picture for 2018 and we will have also passed the snapshot date for 2019. We can help you with a timely and sustainable approach for 2019 onwards that reflects regulatory developments in the UK, France and beyond and the latest gender diversity learnings.