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take-responsibility

The Gender Pay Gap – it’s everyone’s business and everyone’s responsibility

“I’m only human after all, I’m only human after all, don’t put the blame on me” a familiar song on the airwaves. Or alternatively consider Delta Airline’s response to so-called price gouging on airline tickets shooting up in the face of the latest Hurricane to hit Florida “It was the Computer’s fault”…..

We are still hearing about the fall-out from the BBC’s gender pay gap reporting on presenters’ salaries but just this week we have seen a new direction being taken by women working at the BBC demanding action. They want someone to take responsibility and do something about it.

Companies across the UK with 250 employees or more must publish their pay gap by next April yet 6 months in just over 60 companies have reported out of a potential 9,000.

What’s the delay?

Based on our conversations with companies we are certainly seeing a bit of a ‘let’s wait and see what others do’ approach.

For companies that have done the analysis there are several areas they are probably considering:

  • Where do their gender pay gap figures sit within their industry?
  • Are they performing better or worse than competitors?
  • How will they explain the gender pay gap to staff?
  • Will this affect their brand reputation?
  • Will this affect their ability to attract and retain talent?

And hopefully, most importantly, they are thinking how do they close the gender pay gap?

For any companies currently in this scenario we would certainly be advising them to take responsibility and action.

Before publishing gender pay gap figures companies should think about:

  • What are they doing right now to promote diversity and inclusion?
  • How aware are their staff on our diversity and inclusion efforts? Are policies just there to tick a box or do they really impact staff at all levels
  • Have they been making progress in promoting women?
  • If they have equal levels of men and women in lower levels of the business have they researched why more women are not being promoted to senior leadership?

By considering all of the above companies can take a serious look at their approach and be open and honest in their gender pay gap reporting.

The Gender Pay Gap will only be closed by companies taking action and it will be individuals within these companies who take responsibility that will drive forward change.

We can’t blame our human nature or computers for the gender pay gap. We need to accept that it exists, that it’s not acceptable, and that collectively we are all going to do our part to close it.

If your organisation is looking at its gender pay gap and needs support, please get in touch. We’d be happy to talk to you.

Jane Gotts

Director

GenAnalytics Ltd

united-pay-gap-blog

What’s United Got To Do With UK Pay Gap Legislation?

This week, United Airlines clearly demonstrated the bottom line cost to a business of negative consumer power and how quickly social media can damage corporate reputation. Whilst there was no immediate impact on United’s market valuation, in fact its shares rose immediately after the event, United have still to learn the longer term financial impact, the cost of rebuilding their brand and customer trust and of repairing their corporate reputation.

Whilst the share price rise may seem counter-intuitive, analysis by Steel City Re, a US based company which analyses reputational strength and resilience of public companies, shows that markets can often be slow in responding to corporate reputational damage. Speaking in Benzinga, an online publication, Steel City Re estimate that it can take the markets twenty weeks to recognise the severity of reputation events but then the company’s share price can be expected to fall by 25%. This is due to a progressive response to the incident by many customers and stakeholders who move from a position of tolerance to one of disappointment and dissatisfaction with the brand or organisation.

In April 2017, mandatory gender pay gap reporting became law in the UK for approximately 8,000 companies employing more than 250 people. Whilst the connection to the United experience may not seem immediately obvious, given that the UK gender pay gap is on average 18%, rising to over 40% in some sectors the requirement to publish company specific gender pay gap data will be giving cause for concern in many boardrooms and executive suites across the country particularly for some big brand and household names. A study by pay and reward consultants Mercer, suggested that 61% of organisations were worried about the impact of pay gap reporting on their reputation not just in terms of its potential impact on staff and shareholders, but also on how this data will be interpreted by the media, politicians and its customers.

Leading gender analysts Catalyst.Org, estimates that, on average, 67% of all UK Household consumption is controlled or influenced by women. And it much greater in many key household areas. As I highlighted in my last blog on female consumer purchasing power, women make the decision or influence the purchase of 92% of holidays, 65% of cars, 93% of food, 91% of homes and 61% of personal computers. And with the extensive and growing use of social networks such as Facebook and sharing of social reviews by women, social media is now playing an increasingly important role in the decision-making process of many women and in influencing their purchasing decisions.

Some companies have decided to make their gender pay gap information public well in advance of next year. Deloitte, PWC and EY have led the way in publishing their pay gap information and Virgin Money, a bank and financial services group owned by the Virgin Group and employing over 3,000 people published its gender pay gap earlier this year. Virgin Money’s mean gender pay gap was 36%, compared to a financial services sector average of 39.5%, both well above the UK average.

The company who actively promote “recognising everyone as equal” admits that the pay gap is largest at senior management levels, which have a 21% female to 79% male ratio. The rest of the organisation has a 44:56 male to female split. Headed up by a female CEO, Virgin Money publicly recognises that it has work to do to address this gap and is aiming for a 50/50 gender balance by 2020 which they believe will help resolve their current pay gap.

So far, the Twittersphere has been relatively silent on these organisations and public and consumer reaction to the earnings differentials appears relatively muted. However, as we head into 2018 and many major consumer and household names publish their gender pay gap information, it may prove difficult to predict customer reaction and for many brands, like United, it may be enough to prove the tipping point between consumer tolerance and disappointment.

Dr Lesley Sawers

GenAnalytics Ltd