With the second gender pay gap reporting deadline fast approaching, new study finds that nearly a quarter of UK employees (23 per cent) believe that reporting should be introduced in their organization*. Introduced in the UK in 2018, the gender gap reporting requires large companies to report on their gender pay gaps annually, based on a ‘snapshot date’ of 31 March for public sector organisations, or 5 April for private and voluntary sector employers.
The study also reveals that employee tolerance of the pay gap between men and women is wearing thin, with over two-thirds of employees (68 per cent) saying they would consider looking for another job if they found out there was an unfair gender pay gap at their organisation.
The ADP Workforce View in Europe 2019 surveyed over 10,000 employees in the UK, France, Germany, Italy, the Netherlands, Poland and Spain, delving into how employees feel about current issues in the workplace and the future of work. Unequal pay has been in the spotlight over the last few years and remains a serious problem across the continent, with women paid on average 16 per cent less than men.
Of the four generations in the workplace, the findings show that Millennials feel the most strongly about the gender pay gap. Over a third (26 per cent) of those aged 16-34 believe that gender pay gap reporting is necessary in their organisation, while over three quarters (81per cent) say they would consider leaving for another job if they found out their employer was paying men and women unequally.
The prospect of gender pay gap reporting is most popular amongst employees in Spain (34 per cent), Switzerland (34 per cent) and Italy (30 per cent), while in contrast, just 11 per cent of those in the Netherlands agree. This is despite the country dropping 16 places in the 2017 global gender equality rankings (World Economic Forum).
Meanwhile, Italian workers are most likely to consider looking for another job if they discovered there was an unfair pay gap at their company (73 per cent), followed by British and Spanish workers (68 per cent). At the other end of the scale, employees in France are the least likely to consider making a move (54 per cent).
Jeff Phipps, Managing Director at ADP UK, commented,
The Workforce View report shows that workers’ attitude towards inequality is changing, especially when it comes to the gender pay gap. Employees are prepared to vote with their feet, risking a severe engagement, performance and reputational issues for the companies concerned.
Despite widespread calls for change, the gender pay gap appears deeply ingrained in workplaces in the UK, and the best way to move the needle is to approach it from a social, political and organisational perspective. Communities, the government and companies need to work together to redefine gender roles in society; provide policies that nurture and prepare women for positions of power and businesses should design a workplace that works for everyone and ensure that women are getting a fair chance to progress in their career.
*‘The Workforce View in Europe 2019 report explores the attitudes of employees toward the future of work. The research for ADP was carried out by independent market research agency Opinion Matters in October 2018. The sample consisted of 10,585 working adults in eight territories across Europe, including France, Germany, Italy, the Netherlands, Poland, Spain, Switzerland and the UK
Interested in diversity in the workplace? We recommend the Diversity and Inclusion Conference 2019 and Diversity and Inclusion for HR professionals training day.
Aphrodite is a creative writer and editor specialising in publishing and communications. She is passionate about undertaking projects in diverse sectors. She has written and edited copy for media as varied as social enterprise, art, fashion and education. She is at her most happy owning a project from its very conception, focusing on the client and project research in the first instance, and working closely with CEOs and Directors throughout the consultation process. Much of her work has focused on rebranding; messaging and tone of voice is one of her expertise, as is a distinctively unique writing style in my most of her creative projects. Her work is always driven by the versatility of language to galvanise image and to change perception, as it is by inspiring and being inspired by the wondrous diversity of people with whom paths she crosses cross!
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To quote from the article “…would consider leaving for another job if they found out their employer was paying men and women unequally…”
How many times, how many times, do we have to explain over and over again that GPG and Equal Pay are not even remotely the same ?
Equal Pay is about pay. GPG says very little about pay. What GPG tells you is where the different genders predominate in the pay hierarchy of an organisation.
The vast majority (>70%) of our operational (less well paid) roles are taken by women. The top tier (quartile) is a nicely balanced 50:50. Our GPG ? >20%.
What should we do ? Dismiss a large proportion of women in operational roles and employ men instead ? That would “fix” our errant GPG, but I don’t think the women involved would thank us very much.