It was a beautiful Friday in the office, and Sabrina, Gapsquare’s youngest team member had had enough of hearing that it would take over 100 years to close the gender pay gap.
At Gapsquare we have worked with over 70 companies in the past 18 months who have taken the initiative on solving their gender pay gap and made use of our online tool that analyses and explains their gap for them.
It’s an interesting world out there for women and men in work. With some industries demonstrating higher workplace inequality than others. Construction and Building Trades Supervisors, for example, are demonstrating a gender pay gap of 45%!
Can we take a moment to take that in? Women in that particular field are likely to be working just as hard as men, but for almost half the pay.
Despite certain (American Presidential) comments that women would hypothetically make the same as men if they were to do as good a job, there’s no reason to believe that female Construction and Building Trades Supervisors are falling asleep at their desks or taking coffee breaks twice as often as men. I’m not even sure it’s possible to sleep that much whilst drinking that much coffee. So where do these problems coming from?
The Office of National Statistics puts the national gender pay gap in 2016 at 9.4% for full-time employees, although if you include part-time workers, the pay gap climbs to 18.1%. When you start looking at the breakdown across industries, the differences are even more stark. Construction and building trade supervisors have the highest gender pay gap, at a staggering 45%. Financial managers and directors come in second at 36%, even when their workforce has 41% women. This is not to say that other industries have a much smaller, or sometimes negative gender pay gap. In artistic, literary and media occupations, the pay gap is 2.7% with the same composition of the workforce as the finance sector. Hairdressers and barbers are at a negative pay gap of -1.1%, although women account for 90% of the workforce here.
About a year ago, we were talking to a group of 7 year olds about the gender pay gap. The children were quick to point out that men and women do different kinds of jobs, and there are not that many women in construction because “a brick could fall on a woman’s head and hurt her”, among other reasons. We asked, “and what would happen if, say, a brick fell on a man’s head?”. This was met with thoughtfulness and perplexed consideration.
Despite many opportunities over the past century, we have not yet made break through on diversity. Could we achieve more with the help of technology?