Gender Pay Reporting18th January 2018

How we got to where we are

S78 Equality Act 2010 – the power to make regulations requiring private sector and voluntary sector employers employing more than 250 people to publish gender pay gap information

S78 Equality Act 2010 – brought into force 22 August 2016

S153 Equality Act 2010 – the power to make regulations to impose specific duties on public authorities to enable better performance of their general public equality duty.

Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017

Where we are now

The government website for reporting information is up and running: https://gender-pay-gap.service.gov.uk/viewing/search-results

578 employers have uploaded information across the public, private and third sector.

Full time women earn 9.4% (median)/13.9% (mean) less than men.

The part time pay gap is much larger.

The reporting site

Example information

Employer Name

Difference between men and women as a percentage of male pay (mean)

Difference between men and women as percentage e of male pay (median)

Female bonus as a percentage of male bonus using mean bonus rates

Female bonus as a percentage of male bonus using median bonus rates

Rectella Ltd. 54.2 88 467 88Peninsula Learning Trust 35.2 59.8 0 0Healing Multi Academy Trust 29.6 55.5 0 0The Office for Nuclear Regulation 32.9 55.3 22.4 9.2OCEAN LEARNING TRUST 35.9 55 0 0PHASE EIGHT (FASHION & DESIGNS) LIMITED 64.8 54.5 22 62.4Invictus Education Trust 27.8 54.2 0 0Lady Manners School 24.7 52.6 0 0The First Federation Trust 33.4 47.6 0 0Bsw Heating Ltd 33.7 46.5 80.9 76.9Easyjet Airline Co. Ltd. 51.7 45.5 43.8 32.2Trinity Multi Academy Trust 26.9 44.7 100 100

% gender per quartile

25% of employees 25% of employees 25% of employees 25% of employees

EmployerNameMaleLowerPayBand

FemaleLowerPayBand

MaleMiddlePayBand

FemaleMiddlePayBand

MaleUpperPayBand

FemaleUpperPayBand

MaleUpperQuartilePayBand

FemaleUpperQuartilePayBand

Rectella Ltd. 40.6 20.7 6 94 3 97 7 93Peninsula Learning Trust 0 0 8.6 91.4 8.6 91.4 24.3 75.7Healing Multi Academy Trust 0 0 2.7 97.3 17.1 82.9 15.8 84.2The Office for Nuclear Regulation 39.4 32 36.4 63.6 65.7 34.3 86.5 13.5OCEAN LEARNING TRUST 0 0 10.6 89.4 8.8 91.2 10.3 89.7PHASE EIGHT (FASHION & DESIGNS) LIMITED 18.2 75 0.3 99.7 0.3 99.7 0.3 99.7Invictus Education Trust 0 0 12.3 87.7 34.8 65.2 30.8 69.2Lady Manners School 0 0 15 85 25 75 30 70The First Federation Trust 0 0 7.3 92.7 1.2 98.8 12 88Bsw Heating Ltd 4.8 9.6 37.5 62.5 55.4 44.6 85.7 14.3Easyjet Airline Co. Ltd. 75.1 89.3 31.1 68.9 35.2 64.8 62.6 37.4Trinity Multi Academy Trust 0.8 0 14 86 28 72 41 59

Easyjet says

easyJet’s gender pay gap is strongly influenced by the salaries and gender make-up of its pilot community, which make up over a quarter of its UK employees. Pilots are predominantly male and their higher salaries, relative to other employees, signifcantly increases the average male pay at easyJet. easyJet is seeking to encourage more women to become pilots through its Amy Johnson Initiative. It has set a target that 20% of new entrant pilots should be female by 2020

And Easyjet says

Is it working?

We don’t know yet. It is an opportunity. The right to information for pay bargaining

(s181 Trade Union & Labour Relations (Consolidation) Act 1992) and the remedy available at the CAC (s183 to 185 TULRCA 1992) is more likely to be useful.

Industrial strength is more likely to be useful