Workforce Insight 2022 - OEUK

Gender pay-gap reporting This year we have been able to monitor the gender pay-gap reporting by our members. Companies’ obligations were eased during the height of the pandemic. As Figure 6a shows, data from the snapshot date of April 5, 2021 indicates that the average gender pay-gap has narrowed almost three percentage points between 2018 and 2021. The data is insufficiently detailed to allow for certainty regarding the

reasons that lie behind this decrease, but the trend is at least in the right direction and suggests that women in the industry have not fared worse on the whole than men during the pandemic. If the reverse were true, then the gap would have widened. However, Figure 6b, which shows the percentage of women in the bottom quartile and top quartile of pay for each member company that reported, shows clearly that there is no room for complacency.

Figure 6a: Average gender pay-gap for 2018 and 2021

50

40

30

2018 Average: 24.3%

20

2021 Average: 21.4%

10

0

Difference between male and female mean hourly pay (%) Company

Source: OEUK

-10

Figure 6b: Proportion of women in highest and lowest paid quartiles

80

Women in Lowest Quartile Women in Highest Quartile

60

40

20

0

-20

-40

pay quartiles, by company (%)

-60

Proportion of women in highest and lowest

-80

Source: OEUK

-100

20

WORKFORCE INSIGHT 2022