Gender pay gap what women should know

Many employers can agree to do more to close the gender pay gap. Building and creating a more equale workforce is what we should be striving for.

However, how can we do that if women are not represented equally in the labour force through their pay?

The gender pay gap is a  problem, however, if you are an employer and don’t want to lose some top female talent, you can look into offering a more flexible working environment to keep and employ them.

Gender pay reporting legislation

Employers with 250 workers required to publish estimations per annum showing how large the gender pay gap is between their women and men employees.

Office for National Statistics Stats about gender pay gap?

The causes of women and men the gender pay gap are complex but here are some data
43% of women leave their job when they have children
Only 28% of men have had to reduce their working hours to meet family care.

Male Median (£) Female Median (£) Gender Pay Gap (%)
Full-Time 22 20 9
Part-Time 12 13 8
All employees 22 16 26
Source: Office for National Statistics
However, work over time can change the results because men work relatively more overtime than women,


According to the World Economic Forum,

they state it ‘it will take 170 years to achieve economic parity between men and females’ The 2016 Report covers 144 countries. More than a decade of data has revealed that progress is still too slow. How we keep our workforce in shape, we need to address this.

Some women are feeling pressured to sacrifice their earning potential to raise a family; it is essential to know that there are flexible jobs, that can allow women to excel in both their professional and personal life.

The European Union

The European Union’s achievements in fostering equality between women have helped to alter the lives of many european citizens for the better.

Although inequalities still exist, the European Union has created remarkable progress over the last decades.

This is mainly thanks to:

  • equal treatment legislation;
  • gender mainstreaming (integration of the gender perspective into all different policies);
  • specific measures for the advancement of women.

While encouraging trends include the increased variety of women within the labour market and their progress in securing better education and training.

Furthermore, gender gaps remain, and within the labour market, women are still over-represented in lower paid sectors and under-represented in decision-making positions.

European Union strategic engagement

The Strategic engagement for gender equality 2016-2019

There are following five priority areas

  • Increasing female labour market participation and equal economic independence;
  • Reducing the gender pay, earnings and pension gaps and thus fighting poverty among women;
  • Promoting equality between women and men in decision-making;
  • Combating gender-based violence and protecting and supporting victims;
  • Promoting gender equality and women’s rights across the world.

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