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Bringing your pay gap policy to life: A public sector approach

Posted by Eve Russell on Oct 11, 2018 3:19:07 PM
Gapsquare are proud to share an article by our partner Eve Russell, a HR professional with over 10 years experience working in the NHS, and who has recently spent time with the Harvard community developing her insightful perspective around equality and diversity. Below Eve shares her thoughts on how the public sector can move forward on the pay gap. 

The Gender Pay Gap - What next for the public sector? 

As we know, in April of this year regulations came into force requiring any business with 250+ employees to publish data relating to its Gender Pay Gap (GPG).  The public sector has had to be ahead of the game, with a GPG publication date of March – although all the other rules applied in exactly the same way. The results were unexpected: according to the Office for National Statistics (ONS), men earned 18.4% more than women as of April 2017. Or viewed a different way, of the 10,000+ employers who met the reporting deadline, 78% paid men more than women, on average . The Public Sector complies with this clear trend and, whereas in the private sector the gender pay gap has decreased in the last twenty years,  the public sector is just beginning to tackle the issue head on. Given the World Economic Forum’s projection that it could take a staggering 217 years to close the GPG, it’s great to see some proactive work in the sector and I look forward to seeing this progress. This article seeks to explore what’s going wrong, and what needs to be done to put it right.

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Tags: public sector

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