Gender Pay Gap Reporting Dashboard

On average, women earn less than men1. This difference in pay is commonly called the gender pay gap. A gender pay gap of 15.5% means women earn 15.5% less than men. It is a clear indicator of gender inequality in the labour market and the COVID-19 pandemic could lead to the gap widening2.

At Business in the Community (BITC) we encourage all employers, and employees, to talk openly about any gender pay gap, and develop clear action plans to close it.

While a range of things fuel the gender pay gap,3 transparency is a vital first step in understanding what might be driving an organisation’s gap, and how they can close it. We also encourage employers to publish pay gaps for other protected groups, for example, ethnicity and disability.

Read more about why transparency is key to closing the gender pay gap in this blog by BITC’s Gender Director Charlotte Woodworth.

We have created this gender pay gap dashboard to help encourage this transparency. The dashboard includes live information about the overall national gender pay gap for this current year and the number of organisations where men are, on average, paid more than women. You can explore individual employer’s gender pay gap data and the gender split of their workforce at different levels. You can also explore trends via sector.

Business in the Community’s gender pay gap reporting dashboard

How to use the gender pay gap reporting dashboard

Use this dashboard to see:

  • The overall national gender pay gap for this current year, using data filed so far. This is being updated on a live basis as more organisations file. The final figure for 2020 to 2021 will be available on 6 October 2021 once all companies have reported.
  • The number of organisations where men are, on average, paid more than women.
  • The number of organisations to have filed so far compared to the approximate number expected to need to report this year.
  • Individual employer’s gender pay gap data over time, including whether they chose to report when the legal requirement was lifted and the gender split of their workforce at different pay levels.
Methodology

BITC’s gender pay gap reporting dashboard displays publicly available data from the UK Gender Pay Gap Reporting portal, maintained by the Government Equalities Office (GEO). We do not own nor are responsible for the quality of this data. Under the UK Gender Pay reporting regulations organisations with 250 employees or more must submit pay gap data for a “snapshot” date. The dashboard shows average employee hourly pay split by men and women, not pay gaps according to working pattern, for example, full time and part time. As more employers file ahead of the 5 October 2020 deadline, the data will be automatically updated.

Sectors have been assigned according to the Standard Industrial Classification (SIC) codes entered when employers submit their gender pay gap. When multiple sectors have been submitted with a single application, this has been reflected in the pay gap analysis of all sectors listed. Being able to provide analysis by sector was important to us as it allows individuals to situate their organisation’s gender pay gap in the context of their sector rather than wider UK averages.

As this data is from the GEO, we also follow their guidance on the categorisation and labelling of data with the binary use of ‘men’ and ‘women’ used in this instance. At BITC we take a fundamentally inclusive approach, encouraging employers to recognise staff according to their self identified gender status, be it binary, trans, fluid or non binary.

About gender pay gap reporting in the UK

Since 2017, large employers in the UK have been legally required to annually report their organisation’s gender pay gap. However, due to the COVID-19 pandemic, enforcement for organisations who did not report was suspended in 2020, leading to a dramatic drop in submissions. Organisations use hourly earnings and factor in any bonus pay to calculate the mean and median gap between men and women working for them, and submit what they find to the Government Equalities Office (GEO) where the data is made publicly available.

In 2021, while the legal requirement to report was reinstated, the government instructed employers to only consider furloughed employees where their pay had been topped up to 100%, or when calculating bonus payments. Given the snapshot dates of 31 March 2020 or 5 April 2020 (public and private employers respectively) fell when many organisations had started using the furlough scheme, 6.8 million people were on furlough by the end of March 20204, many of whom will not have had their pay ‘topped up’ in this way, the data for this year may present a skewed or incomplete picture, potentially under representing the gender pay gap.

Take action to close your gender pay gap

Employers can take several actions to foster more gender equal workplaces, especially when it comes to pay.

  1. Develop a gender pay gap action plan.
    Investigate what is fuelling your gap, identify the steps you can take to close it, and set clear, time bound targets to work towards. BITC recommends that transparency around pay, from ensuring you always share salary details when recruiting to talking openly about your gender pay gap internally, is a core part of your action plan. Read BITC’s Route Map to a More Gender Equal Future for further guidance and real-life examples of specific recommendations for employers, covering everything from flexible working to caring policies.
  2. BITC members can download our Gender Pay Gap Toolkits or attend one of our Gender Pay Gap Reporting Workshops.

Going beyond gender

The gender pay gap is one of the clearest examples of how far we have to go before we have truly equitable workplaces, but it is not the only one. Data shows stubborn gaps in pay between different ethnicities5. There is also evidence of a gap between heterosexual and LGBTQ+ employees6; while persistent differences according to socioeconomic background have been found7. Employers should take a wide and expansive approach to understanding and interrogating patterns in their pay structures, thinking beyond gender but also applying an intersectional lens. It is often when identities combine that the largest pay gaps can be found. For example, research has found the disability pay gap is significantly larger for women than men8.

Read BITC’s ethnicity pay gap toolkits:

Business in the Community’s work on gender equality

Business in the Community (BITC) is working to ensure all employees feel they belong, have a voice, are valued, and are able to be their true selves. We have three diversity and inclusion strands; age, gender equality and race equality.

We support organisations to achieve a gender-balanced workforce where employers recruit and progress the best talent, irrespective of gender.

what if everyone felt included at work?

References
  1. Office for National Statistics (2020) Gender pay gap in the UK: 2020, 3 November.
  2. Natalie Lacey and Darrell Bricker (2021) The COVID-19 effect on the global gender gap: Measuring it is the first step towards closing it, World Economic Forum.
  3. European Commission (2019) Causes of unequal pay between men and women, 31 October.
  4. HM Revenue and Customs (2020) Coronavirus Job Retention Scheme statistics: August 2020.
  5. Equality and Human Rights Commission (2017) Research report 108: the ethnicity pay gap, 15 August.
  6. Natalie MacDonald (2019) The UK has an LGBTQ pay gap, LinkedIn News.
  7. Social Mobility Commission (2017) New research uncovers ‘class pay gap’ in Britain’s professions, 26 January.
  8. TUC (2020) Disability pay and employment gaps, 12 November.