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The gender pay report has been published alo

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Evaluate why it is important for the BBC to close the gender pay gap:

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Evaluate why it is important for the BBC to close the gender pay gap:

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The government has already introduced a legal requirement for all employers with more than 250 employees to publish their data on gender pay and bonuses by April 2018.

But Mrs May is now appealing to smaller firms to disclose their pay details.

She also urged companies to take steps to help women progress through the ranks of management, ensuring better female representation at senior levels.

Mrs May said firms should strive to make flexible working a reality for all staff by advertising all jobs as flexible "from day one" unless there were "solid business reasons" not to.

On Thursday, figures from the Office for National Statistics showed the overall gender pay gap rose marginally from 18.2% in 2016 to 18.4% in 2017.

The gap for full-time workers, however, fell to a record low of 9.1% - down from 9.4% the previous years.

http://www.bbc.co.uk/news/business-41783188

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analysis A separate review into the BBC’s approach to on-air presenters, editors and correspondents (who are engaged on a variety of different contracts) will conclude by the end of the year. This will also be part of a much broader piece of work looking at how the BBC addresses issues related to the list of talent paid more than £150,000 so that it is more representative of the audiences it serves

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analysis A separate review into the BBC’s approach to on-air presenters, editors and correspondents (who are engaged on a variety of different contracts) will conclude by the end of the year. This will also be part of a much broader piece of work looking at how the BBC addresses issues related to the list of talent paid more than £150,000 so that it is more representative of the audiences it serves

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http://www.bbc.co.uk/mediacentre/latestnews/2017/equal-pay-audit-pay-gap-report

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Recommendations               1. Addressing the part-time pay penalty and flexible working: "Flexible working for all lies at the heart of addressing the gender pay gap. This does not mean part-time working, which is underpaid and limits career progression. The Government is not taking the steps needed to ensure flexible working is offered to all employees, particularly those in lower paid sectors."2.Supporting parents to share childcare equally: "As long as women continue to take the majority of responsibility for childcare and other forms of unpaid caring, pay differentials will persist. The Government recognises the benefits of men and women sharing care equally, but its flagship policy, shared parental leave – is predicted to make little difference to behaviour."3.Supporting women back into the workforce after time out of the labour market: The inquiry also found that women faced a number of barriers to returning to work and that there is more scope for schemes which support women returning to work across a range of occupations.4.Addressing low pay in highly feminised sectors such as catering, cleaning and caring: "Other than the minimum wage, there has been no co-ordinated attempt to address the issues faced by women in low paid sectors."

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Recommendations               1. Addressing the part-time pay penalty and flexible working: "Flexible working for all lies at the heart of addressing the gender pay gap. This does not mean part-time working, which is underpaid and limits career progression. The Government is not taking the steps needed to ensure flexible working is offered to all employees, particularly those in lower paid sectors."2.Supporting parents to share childcare equally: "As long as women continue to take the majority of responsibility for childcare and other forms of unpaid caring, pay differentials will persist. The Government recognises the benefits of men and women sharing care equally, but its flagship policy, shared parental leave – is predicted to make little difference to behaviour."3.Supporting women back into the workforce after time out of the labour market: The inquiry also found that women faced a number of barriers to returning to work and that there is more scope for schemes which support women returning to work across a range of occupations.4.Addressing low pay in highly feminised sectors such as catering, cleaning and caring: "Other than the minimum wage, there has been no co-ordinated attempt to address the issues faced by women in low paid sectors."

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https://www.parliament.uk/business/committees/committees-a-z/commons-select/women-and-equalities-committee/news-parliament-2015/gender-pay-gap-government-response-published-16-17/

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The gender pay report has been published alongside an equal pay audit, which has been conducted by consultancy firm PwC and legal firm Eversheds, and was overseen by former Court of Appeal judge Sir Patrick Elias.

Sir Patrick said the reason behind the 9.3% figure was "an under-representation of women in the more senior jobs".

The report says 59% of staff in the lowest four grades are women, while 59% of those in the top two grades and among senior managers are men.

http://www.bbc.co.uk/news/entertainment-arts-41497265

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The gender pay report has been published alongside an equal pay audit, which has been conducted by consultancy firm PwC and legal firm Eversheds, and was overseen by former Court of Appeal judge Sir Patrick Elias.Sir Patrick said the reason behind the 9.3% figure was "an under-representation of women in the more senior jobs".The report says 59% of staff in the lowest four grades are women, while 59% of those in the top two grades and among senior managers are men.

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The gender pay report has been published alongside an equal pay audit, which has been conducted by consultancy firm PwC and legal firm Eversheds, and was overseen by former Court of Appeal judge Sir Patrick Elias.Sir Patrick said the reason behind the 9.3% figure was "an under-representation of women in the more senior jobs".The report says 59% of staff in the lowest four grades are women, while 59% of those in the top two grades and among senior managers are men.

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The 1970 Sex Discrimination   Act has been ignored in pay by the Government.
Unequal pay is like all other things from which woman suffer (such as Sexual Harassment).
According to the ONS, hourly earnings has narrowed in the last 20 years to 9%, others suggests it still wide at 18%.
Places such as Iceland has seen  the threat of women strike actions.
Gender pay gap is intersectional for women, from minorities and disabled women, where people being overpaid for no other reason than their gender, class or race is being dressed up as experience.

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1. Add together the hourly pay rates of all male full-pay relevant employees

2. Divide this figure by the number of male full-pay employees – this gives you the mean hourly pay rate for men

3. Add together the hourly pay rates of all female full-pay relevant employees

4. Divide this figure by the number of female full-pay employees – this gives you the mean hourly pay rate for women

5. Subtract the mean hourly pay rate for women from the mean hourly pay rate for men

6. Divide the result by the mean hourly pay rate for men

7. Multiply the result by 100 – this gives you the mean gender pay gap in hourly pay as a percentage of men’s pay

The gender pay gap is a relatively simple calculation:

Gender pay gap (GPG) =

[(Male pay – Female pay) / Male pay  ] X 100

https://gender.bitc.org.uk/sites/default/files/bitc_toolkit_1_measuring_your_pay_gap_final.pdf

https://www.gov.uk/guidance/gender-pay-gap-reporting-make-your-calculations

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What's the government policy on "Gender Pay?Earlier this year, the government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to publish their gender pay gap data by 30 March 2018, and then annually, including mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.The gender pay gap shows the difference in average pay between all men and women in the workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help identify what those issues are. The gender pay gap is different from equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

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What's the government policy on "Gender Pay?Earlier this year, the government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to publish their gender pay gap data by 30 March 2018, and then annually, including mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.The gender pay gap shows the difference in average pay between all men and women in the workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help identify what those issues are. The gender pay gap is different from equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

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(https://www.gov.uk/government/publications/hm-treasury-gender-pay-gap-report-2016-to-2017/gender-pay-gap-report-2016-2017-hm-treasury-group)

Recommendations.
1. Government should make it mandatory for every firm to report on Gender pay data.
2. Firms should start to value the position of the woman
3. Training should be offered to get the women on the same level as the men

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What's the government policy on "Gender Pay"?

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What's the government policy on "Gender Pay"?

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1. Citation, commencement and interpretation for regulations such as; bonus pay, annual leave, maternity, paternity, parental, special leave.
2. Duty to publish annual information relating to pay
3. Meaning of “ordinary pay”
4. Meaning of “bonus pay”
5. Meaning of the “pay period” and the “relevant pay period”
6. Meaning of “hourly rate of pay”
7. Employee’s working hours in a week
8. Difference in mean hourly rate of pay
9. Difference in median hourly rate of pay
10. Difference in mean bonus pay
11. Difference in median bonus pay
12. Proportion of male and female employees who received bonus pay
13. Proportion of male and female employees according to quartile pay bands
14. Information to be accompanied by signed statement
15. Form and manner of publication
16. Secretary of state needs to review these policies from time to time. Sourced by:
https://www.legislation.gov.uk/ukdsi/2017/9780111152010

Some recommendation to help Gender pay;
a) The government should make reporting on pay data mandatory
b) Pay attention to your company’s data
c) Women need to ask for more money
d) Stop blaming children
e) Start valuing “women’s work”.

https://www.theguardian.com/women-in-leadership/2014/aug/19/gender-pay-gap-five-ways-to-end

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New legal requirements affect the public, private and voluntary sector, all required to disclose average pay for men and women (http://www.bbc.co.uk/news/business-39502872)

In addition to the risk of equal pay claims, the reputation of a company could also be called into question affecting its ability to retain and recruit staff. (http://www.prettys.co.uk/businesses-warned-to-consider-the-implications-of-gender-pay-gap-reporting)

Danger of adverse publicity to employers that ignore gender pay reporting regulations

Companies that discover they do have a gender pay gap will be encouraged to publish an action plan alongside the figures detailing the steps they plan to take to address the problem.

Businesses should use the regulations as a platform for positive changes when it comes to recruitment, pay and equality. Employers should focus on the future rather than the past, making changes in the business which will create a more diverse workforce. (http://www.jobsite.co.uk/news/mind-pay-gap-its-time-address-business-structure-3079/)

Recommendations:

Encourage female recruitment in high level jobs

Government imposing sanctions on businesses that don't comply with new regulations

Address the low pay in female dominated sectors like cleaning and caring

female business leaders driving up interest in their sector.

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The Government policy on closing gender pay gap. the UK government is the first to introduce report for gender pay to the public  

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The Government policy on closing gender pay gap. the UK government is the first to introduce report for gender pay to the public  

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this policy involves companies in the public or private sectors with more thane 250 employees.to publish their gender pay gap for workers.
the UK gender pay  gap is at its lowest level ever which is currently at 18.1 per cent nationally www.gov.uk closeting the gender pay gap is a key priority for the government that was why the government made a publication to close the gender gap last July 2017
was to seek the views on transparency. government has been engaging with employers and trade unions and policy round table meetings government consultation 2016
closing gender gap promotes social justice and equal opportunity it reveals that men are paid more by 9 per cent www.bbc.co.uk
Recommendation
women should be encouraged  to go for more paid posts
have more nagotiative skills
more training for women
more exposure for women

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Gender Pay gap is an indicator of women's earnings compared with men's. It is calculate by taking an average annual earnings by women and by the average earning of men. 

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Gender Pay gap is an indicator of women's earnings compared with men's. It is calculate by taking an average annual earnings by women and by the average earning of men. 

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In-text: (Higgins and Reagan, n.d.)

Bibliography: Higgins, M. and Reagan, M. (n.d.). The gender wage gap

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What is the government's policy on 'Gender Pay'?

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What is the government's policy on 'Gender Pay'?

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How is the Gender Pay Gap Monitored?The gender pay gap is monitored by the Gender pay reporting legislation. This legislation requires companies with more than 250 employees to publish their calculations of male and female employees and how big their gap isb within their company. Companies have up to 12 months to report their pay gap and its split into two sets of regulations private and voluntary sector and then the public sector. http://www.acas.org.uk/index.aspx?articleid=5768

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How is the Gender Pay Gap Monitored?The gender pay gap is monitored by the Gender pay reporting legislation. This legislation requires companies with more than 250 employees to publish their calculations of male and female employees and how big their gap isb within their company. Companies have up to 12 months to report their pay gap and its split into two sets of regulations private and voluntary sector and then the public sector. http://www.acas.org.uk/index.aspx?articleid=5768

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Evaluate why it is important for the BBC to close the gender pay gap

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Evaluate why it is important for the BBC to close the gender pay gap

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Analyse the issues with Gender Pay at the BBC

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Analyse the issues with Gender Pay at the BBC

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Analyse the effect of the Gender Pay Gap on Business

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Analyse the effect of the Gender Pay Gap on Business