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Pay Gap Trends #4 – Did the UK gender pay gap narrow in 2020?

July 7, 2021 By Nigel

This article was last updated using data submitted as of 6th July 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 two methods of imputation to estimate that the median gender pay gap among these employers narrowed by 0.3 pence in the pound in 2020. As more data is submitted between now and September, I will update this estimate.

Pay Gap Data #4 – Where can I find gender pay gap data for 2020?

July 6, 2021 By Nigel

This post was updated on 6th July 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.

Pay Gaps #22 – My 7 + 5 recommendations for amending UK pay gap legislation

June 30, 2021 By Nigel

When gender pay gap reporting was introduced by the government for the 2017 snapshot date for all employers with a headcount of 250 or more, it was made clear they would evaluate how the legislation had worked after 5 years. We are now in the 5th year of pay gap reporting and I would like to submit to the government 7 recommendations to improve the way employers’ data is reported and 5 recommendations to improve the data used in the calculations and to reduce various distortions.

Pay Gap Case Study #5 – Why Ryanair’s pay gap report is my favourite

May 28, 2021 By Nigel

Ryanair has the largest (verified) gender pay gap of any employer in the UK, they didn’t bother to report their 2019 pay gap, they are leaving their 2020 pay gap reporting to the last minute, it’s pay gap narrative is only 1 page, they incorrectly use pie charts to represent the pay gap and they have a dodgy bar chart the Liberal Democrats would be proud of! But apart from all that, Ryanair’s gender pay gap report is a shining example that all other employers could learn from. Out of the hundred plus pay gap narratives I have read so far, Ryanair’s is my favourite.

Pay Gaps #21 – No employer has a gender & ethnicity pay gap! Let’s celebrate!

April 19, 2021 By Nigel

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?

Pay Gaps #20 – Abolish the Gender Pay Gap!

March 8, 2021 By Nigel

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.

Pay Gaps #19 – Employers should report their Ethnicity Pay Fingerprints

November 29, 2020 By Nigel

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.

Pay Gaps #18 – 10 quick and easy ways to close your gender pay gap!

November 15, 2020 By Nigel

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!

Data Driven Decision Making #1 – New Statistical Guidance for Land Contamination Surveys

October 11, 2020 By Nigel

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 deciding 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 statement & editorial published by the ASA (American Statistical Association) on the use & misuse of P-Values in 2016 & 2019 respectively and in writing this guidance I felt was I an ambassador for turning those into something that could used by non-statisticians to make real life decisions that have an impact on us all.

COVID19 Cases #1 – Latest Data and Trends for England

September 27, 2020 By Nigel

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.