Nigel Marriott's Blog

An independent statistician using data to understand our world and to predict the future

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

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This article was last updated using data submitted as of 4th September 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 0.2 to 0.3 pence in the pound in 2020.

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Pay Gaps #23A – How long will it take to close your pay gap?

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Five months ago, I introduced the gender swap number as a superior statistic to the median gender pay gap.  Feedback from clients and others since then has confirmed my hope they would find it more intuitive to use and interpret.  This encouraged me to call on Parliament to amend the UK gender pay gap legislation so that swap numbers could be published for employers with 250 or more employees.  I now want to build on this by showing a couple of simple calculations that can turn a swap number into an estimate of how long it will take an employer to close its pay gap.

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COVID19 Summary #1 – Is the UK an outlier internationally?

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The COVID19 pandemic is not yet over but with vaccinations starting to ramp up worldwide, an end may be in sight.  At that point, an in-depth comparison of countries is likely to take place.  To get ahead of that debate with the respect to the UK, I have been comparing the UK’s COVID19 statistics with a number of countries to see how much of an outlier the UK has been.

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

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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.

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

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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.

 

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