The Department for Work & Pensions (DWP) says for every £1 paid to the median man in March 2022, the median woman was also paid £1. In other words, their 2022 median gender pay gap using hourly pay was 0%. However, their Gender Swap Number per 1,000 employees for this date was +26 which immediately raises the question “Have the DWP made an error in their calculations like Cleveland Police did in 2017?” This was my first reaction which seems remarkable for an employer with 91,006 full pay relevant employees on a public sector pay scale and the largest pool of statisticians of any government department.
“We’re committed to Gender Equality!”
As we approach International Women’s Day next month, expect to see more and more employers saying something like this in their PR. It’s an easy statement to make but what does Gender Equality mean to them and you? To encourage employers to be clearer on what this means for them, I want to explore 6 possible definitions. Along the way, I show some definitions of gender equality are out of reach unless half a million women working for the NHS are replaced by men.
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.