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Gender Pay Reporting 18 th January 2018

Explore the current state of gender pay reporting, including the impact of the Equality Act 2010 and the challenges faced by different sectors. Learn about the EasyJet case and their efforts to address gender disparity in pilot roles.

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Gender Pay Reporting 18 th January 2018

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  1. Gender Pay Reporting 18th January 2018

  2. 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

  3. 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.

  4. The reporting site

  5. Example information

  6. % gender per quartile

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

  8. And Easyjet says

  9. 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

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