Gender Pay Gap Reporting Dashboard - Business in the Community

Gender Pay Gap Reporting Dashboard

At Business in the Community (BITC) we encourage all employers to talk openly about the gender pay gap, the average gap between men and women’s earnings in the UK.

With this information legally required for organisations of 250 employees or more, and made available publicly, disclosing your organisation’s Gender Pay Gap, the key drivers behind it and key steps you are taking to close it, is vital to educate and inform your workforce and maintain employee trust.

We have created the Gender Pay Gap Reporting Dashboard to help encourage this transparency. The dashboard includes live information about the overall national gender pay gap for this year. You can also explore individual employer’s gender pay gap data as well as 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 final figure for 2022-2023 will be available on 5th April 2023 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 compared to the approximate number expected 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 (2019 to 2020) 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 we responsible for the quality of this data. Under the UK Gender Pay Gap Reporting Regulations, organisations with 250 employees or more must submit pay gap data by 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- and part-time.

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 that did not report was suspended in March 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 GEO where the data is made publicly available.

Take action to close your gender pay gap

Employers can take several actions to foster more gender equality in the workplace, especially when it comes to pay.

  1. Analyse and share information on pay ratios, gender pay gaps, and ethnicity pay gaps, internally and where possible externally. Develop gender action plans detailing clear, targeted measures to tackle your gender pay gap.
  2. Default to transparency around pay wherever possible, for example sharing pay package details while recruiting, including as much detail as possible in annual reports.
  3. Develop a clear salary framework and use salary bandings. This can help provide consistency and fairness. 
  4. Carry out regular gender and equal pay audits, including consideration of whether roles of similar skill are being paid differently, and assessing any hourly discrepancy between the salaries paid to part-time and full-time workers
  5. Ensure decision-maker bias is mitigated, for example, by training managers in unconscious bias, particularly ahead of any recruitment or salary reviews
  6. Ensure wider oversight of ‘localised’ choices, for example, by introducing an organisation-wide dashboard to monitor pay rises and promotions by gender and ethnicity
  7. 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.
  8. 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 ethnicities1. There is also evidence of a gap between heterosexual and LGBTQ+ employees2; while persistent differences according to the socioeconomic background have been found3. Employers should take a wide and expansive approach to understand and interrogating patterns in their pay structures, thinking beyond gender and 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 men4.

Read BITC’s ethnicity pay gap toolkits:

Business in the Community’s work on gender equality

The Gender Equality Campaign at BITC exists to accelerate progress towards a truly equal working world, where everyone regardless of gender can flourish. By enacting change on four key inequality indicators of pay, power, job security and the risk of harassment and discrimination, we run challenging campaigns and work directly with employers and the Government to shape the wider operating environment and ensure that women from all walks of life have equal opportunity to succeed at work, and society, on the whole, can benefit. 

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References

  1. Office for National Statistics (2020) Ethnicity pay gaps: 2019, 12 October.
  2. Natalie MacDonald (2019) The UK has an LGBTQ pay gap, LinkedIn News.
  3. Social Mobility Commission (2017) New research uncovers ‘class pay gap’ in Britain’s professions, 26 January.
  4. TUC (2020) Disability pay and employment gaps, 12 November.