Gender pay gap

When pursuing pay transparency, organisations need to consider all aspects of diversity and inclusion, not just gender.

Closing the median gender pay gap will take 63 years if the rate of progress up until now were to continue, according to BDO.

Employers pay more tax on job sharing arrangements, and campaign group Empower wants this burden to be removed.

The Treasury Committee has launched an inquiry into sexism and misogyny in financial services.

Female workers were less likely to have discussed salary transparency with their manager than their male counterparts.

Less than a fifth of UK workers think two weeks paternity is enough and the majority would take longer if they could afford it, new research has found.

Although they achieved the same level of qualifications, first class female graduates had a median salary of £25,000, which was £2,000 lower than men.

Too few businesses are ahead of the game when it comes to pay equity issues. How can organisations turn this into an opportunity?

Despite calls for better salary transparency in recruitment advertising, pay details are increasingly omitted from ads.

Goldman Sachs will pay $215m to settle a sex discrimination case brought in the US. It will also review performance and promotion processes.

There are significant gaps in perceptions around pay equity between senior leaders within organisations and their employee bases.

Closing the gender pay gap requires employers to take tangible action, and use their data to make a positive difference.

Around eight in 10 employers pay men more than women on average, according to analysis of gender pay gap data for 2022.

Thousands of employers are still to publish their data as the 2022-23 gender pay gap reporting deadline looms.

Almost two-thirds of UK employees would be happy to share pay details publicly if it meant better pay equity, new...