Published: Mon, April 08, 2019
Markets | By Otis Pena

RIBA launches gender pay guidance for practices

RIBA launches gender pay guidance for practices

The methodology in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations is fairly crude in its approach.

Carolyn Fairbairn, director general of the CBI, said businesses can not close the gap by themselves, adding: "Many of the causes lie outside the workplace including a lack of affordable, high-quality childcare and better careers advice".

Men in Britain earn on average 17.9 percent more than women, according to government data for 2018 - down from 18.4 percent in 2017.

The gap is lower than that reported by fellow broadcasters ITV, Sky, ITN and Channel 4.

Caroline Prendergast, interim chief people officer, previously said: "We are far from satisfied with the status quo and not complacent, yet it may take a few years before we can realistically expect an improvement in the pace of change and a tangible shift in the data".

Of the 10,450 organisations who had reported their figures by Friday, 78% (8,128) showed a gender pay gap in favour of men while 14% (1,427) showed a gap in favour of women, with the rest reporting no difference. Often the resultant hourly rates can vary greatly; for example, if bonuses are paid in the pay period that includes April 5, they must be included in the ordinary pay calculations, which can sway hourly rate figures greatly. EasyJet reported a median gender pay gap of 48%.

The new figures show a mean gender pay gap in hourly pay of 71.3% and a median of 13.3%.

She has set a target for a 50:50 gender balance in C4's top 100 earners by 2023.

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Overall there has been no significant improvement in the gender pay gap in the past year, with the national average narrowing by just 0.1%.

The Chartered Institute of Personnel and Development (CIPD) said there were "marked differences" between regions, with the median gender gap lowest in Scotland at 5.7% and highest in the South East and South West - both 11%.

Gender Pay Gap reporting has started a conversation in our workplaces that wasn't happening before.

Viacom, which owns Channel 5, said: "We are disappointed that our gender pay gap increased in the latest tax year, rather than narrowing as we had intended; if anything, the results have sharpened Viacom's resolve to achieve gender pay parity across our United Kingdom workforce". That means the median woman at the investment bank is paid half what the median man gets. Now that gender pay gap is at the front of our minds, this work can help practices to be able to fully understand the consequences of their gaps and also invite them on a wider journey to improve access to architecture and equality for all.

All businesses in this sector that have reported their gender pay gap have marginally closed the gap compared with the previous year.

Yet experts say companies need to do much more.

Disheartingly, a separate study suggests it may take some time before the pay gap closes.

The guidance included attempts to address a range of underlying factors that contribute to the pay gap-from anti-mom biases to the ways in which higher self-doubt can prevent fair pay negotiations-while offering effective solutions for each stage of the employee life cycle, from recruitment to leaving an organization.

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