Gender pay gap data

The gender pay gap is a very blunt measure of anything – because it does not measure whether both (or more) genders get paid the same amount for the same job. But the data are out there.

This is what I’ve discovered so far (data rounded to nearest whole number):

 Pay gap %
WWT-9
WWF-17
RSPB-20
National Trust-14
NT Scotland-21
Greenpeace-3
BTOno data
FoEno data
GWCTno data
BASCno data
Countryside Allianceno data
Natural England-13
SNHno data
Nat Res Wales-2
JNCCno data
Defrano data
DCLG-10
Food Standards Agency+17
Forestry Commission-1
Environment Agency-3
RSPCA-18

 

If you’d like me to add any others that you find, please let me know.  Data don’t have to be in until midnight so maybe a few more will appear tomorrow morning.  Check your favourite company/charity here.

 

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8 Replies to “Gender pay gap data”

  1. "...because it does not measure whether both (or more) genders get paid the same amount for the same job."

    In principle it is illegal to pay men and women different rates for the same job I believe (although of course that does not mean that they always are). The gender pay-gap is a reasonably good indicator of whether or not women stand the same chance of being recruited into senior (= well paid) roles as men.

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    1. Not 'stand' but 'stood', because they were all recruited and propmoted (or not) in the past.

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  2. Plantlife: no data
    Butterfly Conservation: no data
    Wildlife Trusts: no data
    Woodland Trust: -13.1%
    National Average: -18.4%
    CLA: no data
    Labour Party: -4%
    Conservative Party: no data
    Liberal Democratic Party: no data
    The Green Party: no data
    Scottish National Party: no data
    Plaid Cymru: no data
    The Equality and Human Rights Commission: +8.2%

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    1. Only organisations with over 250 employees had to declare data, so many smaller charities and most county wildlife trusts will not have done this exercise and hence are missing from the list.

      This 'Median pay' analysis simply reflects the number of men in senior roles and women in more junior roles. It is a good start, but until all employers are forced to disclose all salaries (Which would be illegal and against privacy laws) with gender and precise jobs then we'll never know for sure how many differences there are. A disclosure of men and women at each pay grade in each organisation would be a start. But then, any gap can be 'justified' by having a different job title or subtlely different job description for 2 seemingly equivalent posts where there are a man and a woman being paid differently. Thats far more common than anyone thinks!

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      1. "This 'Median pay' analysis simply reflects the number of men in senior roles and women in more junior roles."

        Not at all. Median pay is simply the middle value in the pay range for the gender (it is not the average). It takes no account whatsoever of the numbers of either men or women in their respective roles, just the range of distinct pay rates.

        Median does not equal mean does not equal mode.

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  3. DEFRA are in the list. You won't easily find them because they have inserted what must presumably be a typo - a comma after the word "Department". "DEFRA" does not work, nor does their correctly spelled full name of the Department.
    https://gender-pay-gap.service.gov.uk/viewing/employer-details?id=7ZPqUPcXXzxYXM9lxJAVcQ%21%21

    Also the BBC page is selective in the data it quotes (imagine the BBC not being fully transparent!) Your table doesn't distinguish between mean and median rates, which the .gov and the guardian website include.

    so DEFRA is -12.1% on your table.

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  4. No data for Northern Ireland yet (for the NIEA (like ER Wales except not independent of its devolved Government department (DAERA): http://www.equalityni.org/Footer-Links/News/Delivering-Equality/NI-still-awaits-gender-pay-gap-strategy-reporting

    This is interesting though: https://www.weforum.org/agenda/2017/12/northern-ireland-s-gender-pay-gap-where-women-earn-more-than-men/

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