{"id":3407,"date":"2020-11-15T19:15:57","date_gmt":"2020-11-15T19:15:57","guid":{"rendered":"https:\/\/marriott-stats.com\/nigels-blog\/?p=3407"},"modified":"2022-05-25T11:15:08","modified_gmt":"2022-05-25T10:15:08","slug":"close-your-gender-pay-gap-the-quick-and-easy-way","status":"publish","type":"post","link":"https:\/\/marriott-stats.com\/nigels-blog\/close-your-gender-pay-gap-the-quick-and-easy-way\/","title":{"rendered":"Pay Gaps #18 – 10 quick and easy ways to close your gender pay gap!"},"content":{"rendered":"

You’ve just calculated your latest gender pay gap.\u00a0 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.<\/a>\u00a0 Surely there must be a quicker and easier way to eliminate your pay gap?\u00a0 The good news is that if you use the 10 tools of Creative Pay Gapping, you can eliminate your pay gap tomorrow!<\/p>\n

<\/p>\n

The 10 Tools of a Creative Pay Gapper<\/strong><\/span><\/h4>\n
    \n
  1. Be literal!<\/strong><\/span><\/li>\n
  2. Equality now!<\/strong><\/span><\/li>\n
  3. Be non-Binary!<\/strong><\/span><\/li>\n
  4. Partner up!<\/strong><\/span><\/li>\n
  5. Wish you were here!<\/strong><\/span><\/li>\n
  6. Have an Easter break!<\/strong><\/span><\/li>\n
  7. Recruiting Now!<\/strong><\/span><\/li>\n
  8. Competitive Remuneration!<\/strong><\/span><\/li>\n
  9. Be Lean!<\/strong><\/span><\/li>\n
  10. Crack & Pack like Americans!<\/strong><\/span><\/li>\n<\/ol>\n

    Not only are these tools quick and easy to use, they’re quick and easy to learn as I will now explain.\u00a0 I will leave the reason for the colour coding of the 10 tools till the end.<\/p>\n

    \"\"<\/p>\n

     <\/p>\n

    Tool 1 – Use the literal definition of the median<\/strong><\/span><\/h4>\n

    In my 20 years of running statistical training courses for non-statisticians<\/a>, whenever I ask people to tell me how the median is calculated, the most common response I get is that it is the “middle value”<\/em><\/span>.\u00a0 If you interpret that literally, that means the “middle of a range<\/em>” i.e. exactly halfway between the maximum and minimum which mathematically is also the average of the maximum and minimum.<\/p>\n

    So if you use this definition, the “median<\/em>” man will be the average of the highest and lowest paid man and the “median<\/em>” woman will be the average of highest and lowest paid women.\u00a0 Everybody else in the organisation whether it has 100 or 100,000 employees can be ignored.\u00a0 You can see how easy it is to ensure that the “median<\/em>” man and woman earn the same.\u00a0 Suppose the lowest hourly pay rate in your employer is \u00a312 per hour and you have both men and women working at that rate, your CEO is a man earning \u00a3100 per hour and your deputy CEO is a woman earning \u00a394 per hour, then the “median<\/em>” man on this definition earns \u00a356 per hour and the “median<\/em>” woman earns \u00a353 per hour.\u00a0 Obviously that is still a pay gap but if you now employ a 17 year old man earning \u00a36 per hour then the “median<\/em>” man and woman are now the earning the same.<\/p>\n

    This is of course the incorrect calculation of a median but given what you are required to submit to the government in your annual gender pay gap submission, it can be hard for someone to work out that you’ve submitted incorrect data (I explain how it is possible here<\/a>).\u00a0 If you are caught doing this then you can defend yourself by pointing out that you are simply following official guidance as published by the government e.g.<\/p>\n