Update in information around 'Median gender pay gap in hourly pay: how to calculate' and 'Median gender pay gap in bonus pay: how to calculate', Additional guidance to reflect gender pay gap reporting requirements for public sector organisations. The average gender pay gap has declined marginally since 2017 (by 1.4%), while the average bonus gap has increased massively (178.7%). The focus now should be on measures to move the dial and show progress in next year’s disclosures. Video, How sunshine can make the railways greener, Tech making it easier to see inside babies' brains. We use this information to make the website work as well as possible and improve government services. In addition to cookies that are strictly necessary to operate this website, we use the following types of cookies to improve your experience and our services: Functional cookies to enhance your experience (e.g. based on median bonus pay, 68% of organisations awarded men higher bonus payments. This is long overdue.”. Equalities minister Liz Truss, an outspoken proponent of business deregulation, announced the decision Across all three years, the average bonus gap is significantly higher in larger companies (with 5,000+ employees). Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. The gender pay gap is … Once your account is activated, you can also: add percentage calculations and data comparing men and women’s pay in your company, add details of a senior person in your organisation who’s responsible for the data, publish a link to your organisation’s written statement and response. Published 20 October. Use this service to report the pay gap between men and women in your company. Prior to that it was not mandatory for UK private sector employers to publish an action plan to tackle such pay gaps. To help us improve GOV.UK, we’d like to know more about your visit today. "It is better for everyone in society when we go to work with a fair wage.". Just one other country in the report – Austria – does not make it compulsory for all relevant private sector employers to submit an action plan in at least some circumstances. But it is unlikely to become law unless it is supported by the government. Our report also includes partner data and our ethnicity pay gap figures which we have reported in line with the ongoing government consultation around this data. UK Entities Gender Pay Gap Report 2019 . What is the gender pay gap at your company? Don’t worry we won’t send you spam or share your email address with anyone. REBA is the trading name of Reba Group Ltd, 7c Vera Road, London, SW6 6RW, United Kingdom. For more information about our organization, please visit ey.com. Divide this list into 4 quartiles, with an equal number of employees in each section. To evenly distribute these staff by gender, you can see that for every 9 females listed, one male should be listed with them. ", .css-1hlxxic-PromoLink:link{color:inherit;}.css-1hlxxic-PromoLink:visited{color:#696969;}.css-1hlxxic-PromoLink:link,.css-1hlxxic-PromoLink:visited{-webkit-text-decoration:none;text-decoration:none;}.css-1hlxxic-PromoLink:link:hover,.css-1hlxxic-PromoLink:visited:hover,.css-1hlxxic-PromoLink:link:focus,.css-1hlxxic-PromoLink:visited:focus{color:#B80000;-webkit-text-decoration:underline;text-decoration:underline;}.css-1hlxxic-PromoLink:link::after,.css-1hlxxic-PromoLink:visited::after{content:'';position:absolute;top:0;right:0;bottom:0;left:0;z-index:2;}Football legend Maradona dies aged 60. Researchers examined gender pay gap reporting legislation in 10 countries, and say the UK needs to do more to make faster progress on equality. 10012551. In our experience working with organisations to assure their gender pay gap disclosures, it has become clear that many underestimate the regulations’ complexities and the time and effort needed to collate the data and calculate the numbers – and our analysis showed that over 200 entities have restated their disclosures at least once. Video, Pandemic highlights anger at Amazon in France, Diego Maradona: Argentina legend dies aged 60, Meghan: Duchess of Sussex tells of miscarriage 'pain and grief', Kylie Moore-Gilbert: Lecturer 'released by Iran' in prisoner swap, Diego Maradona: Obituary - Argentina's flawed football icon, A harsh reality in coal country - with or without Trump, Europe migrant crisis: Rescuers find owners of wedding rings lost at sea, The Weeknd calls Grammy Awards 'corrupt' after nominations snub, Germany Merkel: Car rams into chancellery gate ahead of Covid decision, US election 2020: Biden says White House co-operation 'sincere', 'Hello Greta! The Labour MP said nine out of 10 women in the UK were working for firms where women were, on average, paid less then men. We help you build confidence in your gender pay gap disclosures, analyse root causes of inequality, assure the effectiveness of initiatives designed to address them, and co-develop improvement strategies for a culture where people thrive at work. Use this service to report the pay gap between men and women in your company. EY’s Gender Pay Gap Reporting services work with you to build confidence in your gender pay gap disclosures, help analyse problems, assure the effectiveness of initiatives aimed at addressing them, co-develop strategies for continued improvement, and design a culture where people thrive at work. Government suspends gender pay gap reporting, citing coronavirus. The report also calls for companies with fewer staff to be required to report gender pay gap data. Our Gender Pay Gap event brought employers together to discuss lessons learned from the first Gender Pay Gap Reporting cycle. All content is available under the Open Government Licence v3.0, except where otherwise stated, National restrictions in England until 2 December, Advisory, Conciliation and Arbitration Service, Gender pay gap figures you’ll need to calculate, Gender pay gap quartile figures you must calculate, gathered specific data from your organisation’s payroll, Gender pay gap reporting: data you must gather, Gender pay gap reporting: what employers must publish, Rules that have been relaxed to help businesses during the coronavirus pandemic, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases, proportion of males and females receiving a bonus payment, proportion of males and females in each pay quartile, mean figure (the difference between the average of men’s and women’s pay), median figure (the difference between the midpoints in the ranges of men’s and women’s pay), Add together the hourly pay rates of all male full-pay relevant employees, Divide this figure by the number of male full-pay employees – this gives you the mean hourly pay rate for men, Add together the hourly pay rates of all female full-pay relevant employees, Divide this figure by the number of female full-pay employees – this gives you the mean hourly pay rate for women, Subtract the mean hourly pay rate for women from the mean hourly pay rate for men, Divide the result by the mean hourly pay rate for men, Multiply the result by 100 – this gives you the mean gender pay gap in hourly pay as a percentage of men’s pay, Arrange the hourly pay rates of all male full-pay relevant employees from highest to lowest, Take the hourly pay rate of the middle ranked man – this gives you the median hourly rate of pay for men, Arrange the hourly pay rates of all female full-pay relevant employees from highest to lowest, Take the hourly pay rate of the middle ranked woman – this gives you the median hourly rate of pay for women, Subtract the median hourly pay rate for women from the median hourly pay rate for men, Divide the result by the median hourly pay rate for men, Multiply the result by 100 – this gives you the median gender pay gap in hourly pay as a percentage of mens’ pay, proportion of males and females who got bonus payments, Get the number of male relevant employees who were paid bonus pay in the 12 months to the snapshot date, Divide this by the number of male relevant employees, Multiply the result by 100 – this gives you the percentage of males who were paid a bonus, Get the number of female relevant employees who were paid bonus pay in the 12 months to the snapshot date, Divide this by the number of female relevant employees, Multiply the result by 100 – this gives you the percentage of females who were paid a bonus, Add together the bonus payments made to all male relevant employees in the 12 months to the snapshot date, Divide this figure by the number of male relevant employees – this gives you the mean amount of bonus pay for men, Add together the bonus payments made to all female relevant employees in the 12 months to the snapshot date, Divide this figure by the number of female relevant employees – this gives you the mean amount of bonus pay for women, Subtract the mean bonus amount for women from the mean bonus amount for men, Divide the result by the mean bonus amount for men, Multiply the result by 100 – this gives you the mean gender pay gap for bonuses as a percentage of men’s pay, Arrange the bonus pay amounts paid to all male relevant employees in the year to the snapshot date from highest to lowest, Take the bonus pay amount of the middle ranked man – this gives you the median bonus pay figure for men, Arrange the bonus pay amounts paid to all female relevant employees in the year to the snapshot date from highest to lowest, Take the bonus pay amount of the middle ranked woman – this gives you the median bonus pay figure for women, Subtract the median bonus pay figure for women from the median bonus pay figure for men, Divide the result by the median bonus pay figure for men, Multiply the result by 100 – this gives you the median gender pay gap for bonus pay as a percentage of men’s pay, rank your full-pay relevant employees from highest to lowest paid, divide this into 4 equal parts (‘quartiles’), work out the percentage of men and women in each of the 4 parts, divide the number of male full-pay relevant employees by the total number of full-pay relevant employees and multiply by 100 – this gives you the percentage of males in the quartile, divide the number of female full-pay relevant employees by the total number of full-pay relevant employees and multiply by 100 – this gives you the percentage of females in the quartile.