It’s April 2029 and the government is trumpeting the fact that no employer in the UK has a gender pay gap or ethnicity pay gap. All employers say that their median woman’s hourly pay is the same as the median man’s hourly pay and their median white employee’s hourly pay is the same as their median non-white employee’s hourly pay. Would you be joining in the celebrations?
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This article was last updated using data submitted as of 6th April 2021.
In February 2021, the EHRC confirmed that all employers with a headcount of 250 employees or more would have to submit their gender pay gaps based on the 2020 snapshot date. Due to the lateness of this confirmation, they also stated that no enforcement action would be taken prior to the end of September 2021. As result, fewer employers than expected have reported 2020 data so far so I have used methods of imputation to estimate that the median gender pay gap among these employers narrowed by between 0.3 & 0,7 pence in the pound in 2020. As more data is submitted between now and September, I will update this estimate.
This post was updated on 6th April 2021 with the latest data
The government requires all organisations employing 250 or more employees to submit gender pay gap data. All data is available to the public and can be found on the government’s gender pay gap website. I have downloaded this data and created a spreadsheet tool to present the data in a more user-friendly and visual format.
I call upon Parliament to abolish the Gender Pay Gap by requiring employers to report their Gender Swap Number instead. When presented alongside an employer’s Gender Pay Fingerprint, the Gender Swap Number tells everyone how much work the employer needs to do to eliminate their gender pay gap and allows for a fairer comparison between employers.
The UK government has promised to give their views and proposals for introducing Ethnicity Pay Gap (EPG) reporting by the end of 2020. A year ago, I pointed out statistical, data & ethical issues with EPG and listed 5 possible ways EPG could be introduced but I have not yet focused on what employers should be reporting. I have now concluded that Ethnicity Pay Fingerprints are vastly superior to Ethnicity Pay Gaps and my new recommendation is that all employers with 500 or more employees should be required to report their Ethnicity Pay Fingerprint (EPF) instead of their Ethnicity Pay Gap. If EPF is widely adopted and found to be beneficial then I would recommend that reporting of other protected characteristics such as gender & disability should be reported using Pay Fingerprints instead of Pay Gaps.
You’ve just calculated your latest gender pay gap. With a sigh, you note that it is still large and at current rate of progress, it will take you 30 years to close it. Surely there must be a quicker and easier way to eliminate your pay gap? The good news is that if you use the 10 tools of Creative Pay Gapping, you can eliminate your pay gap tomorrow!
On 30th September 2020, CL:AIRE (the industry body for the land contamination & remediation sector) published new professional guidance for “Comparing Soil Contamination Data with a Critical Concentration“. The 46-page document advises how to use statistics when assessing land contamination and whether it is safe for development. I was the lead author of the guidance and I spent 4 years working with CL:AIRE’s steering committee on what the guidance should cover. The 4 years were bookended by two statements published by the ASA (American Statistical Association) on the use & misuse of P-Values in 2016 & 2019 and in writing this guidance I felt was I an ambassador for turning those statements into something that could used by non-statisticians to make real life decisions that have an impact on us all.
Last updated on 27th September 2020 but downloadable spreadsheet in section 3a was updated on 19th October 2020. I will update the post when I get the time!
The latest data for COVID19 (Coronavirus) cases in England as of Saturday 26th September 2020 shows the number of people testing positive for COVID19 is up 60% from a week ago but this masks extreme regional disparities that make the national trend meaningless. The North is in the grip of a second wave unlike the South which is not. Unless recent trends in the North abate, the scenario of 50k positive tests per day by the end of October recently postulated by the Chief Scientific Officer remains feasible.
“… our 2019 gender pay report which highlights that on average, women earn more than men across all of our UK sites and divisions…“
When I looked at the two legal entities that were required to report gender pay gaps, I saw that both reported pay gaps favouring men instead. Something odd is going here and it’s a perfect case study to show why anyone who analyses pay gaps needs to pay more attention to a Bletchley Park codebreaker from world war 2 who introduced the world to Simpson’s Paradox.
I have a spotted an incorrect median gender pay gap published by a well known name in a certain industry. They shall remain nameless for now since I am trying to get them to accept their error and publish a new gender pay gap report on their website. I know they have made an error because their published data violates the laws of mathematics as I will explain in this blog. All it takes to spot such an error is a simple calculation you can do in your head and an understanding what the median measures.