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In their annual reports, businesses with over 250 employees must disclose the difference in men and women’s hourly pay. It’s the second year running that the government’s asked for this data.
Figures reveal the gender pay gap is narrowing, but progress is sluggish, particularly in the public sector and in London. There’s a 15% pay gap between male and female doctors, for example. Female architects are paid 25% less than their male equivalents. That’s before we even mention the inequality between pay for professional male and female football players!
Last year, cross-party MPs launched #PayMeToo, to gather information and suggest steps to address the gender pay gap. The campaign suggests some practical steps employees can take to empower women at work and ensure everyone gets fair remuneration.
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It’s not only a women’s issue
Within the workplace, forward thinking men and women can work together to bring about change. Women are responsible for valuing their contribution as employees and having a professional attitude to themselves and their colleagues. Men are responsible for checking their behaviour to ensure they don’t contribute to male ‘tribal’ behaviour that excludes women.
Equal pay, equal treatment
The issues behind #PayMeToo and the gender pay cap are not only about money. The findings reveal the companies that:
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