The Met Office began the month with forecasts of a really cold June and ended the month talking about heatwaves. This meant June ended up being unremarkable on average.
The 2019 spring was consistent with the step change in the autumnal climate that took place in the 1990s but was unremarkable otherwise
May 2019 set a new record though you might not have known as the month seemed unremarkable. In fact it was the most “average” May on record across all weather variables!
It’s taken 10 years but the UK is finally experiencing true wage growth that outpaces inflation. With employment and economic activity at record levels, the UK economy should be in good shape but the basic problem of low growth is still there. Our economy still needs to place itself on a stronger footing ahead of a rising probability of another recession in the near future.
Welcome to my next case study where I look at the pay gap figures of Unilever Ltd. Unilever turn out to be a very interesting case study for analysing year on year changes in their published statistics. In this case I will be looking at the changes between 2017 and 2018 for the two Unilever business units that have submitted GPG data which are:-
Clicking on those links will take you to the government’s gender pay gap website where you can see their published figures. For this post, I will be using my own spreadsheet which you can download for yourselves here.
With the publication of the 2018 gender pay gap data, many people want to know if the UK has made progress on closing its gender pay gap. The short answer is there was no change in 2018 from 2017.
March 2019 was warm and wet with the 2nd highest rain intensity on record.
April 2019 is bang in the middle of gender pay gap season as everyone digests the 2018 snapshot data uploaded by over 10,500 organisations in the UK employing more than 250 employees. Due to my work on pay gaps, I am being asked a number of questions and what is gender pay gap data and how it can be interpreted. As more questions come in, I will update this post so please bookmark this for future reference and follow me on Twitter for alerts as to when this has happened.
The government requires all organisations employing 250 or more employees to submit gender pay gap data. The latest set of submissions are supposed to be uploaded by 31st March 2019 but these figures refer to pay made in April 2018 i.e. a year ago. From the end of April 2019, organisations can submit their 2019 data and not wait for the deadline of March 2020. 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.