Keep minding the gap

A recent study by Ciphr shows that two-thirds of jobs primarily held by women exhibit a gender pay gap favouring men. This gap is particularly pronounced in roles with larger workforces, where 70% of female-dominated occupations, defined as those with over 50,000 full- and part-time employees, are affected.

The research, which uses data from the Office for National Statistics (ONS), reveals that, staggeringly, only 3% of occupations where women hold at least 60% of the positions do not have a gender pay gap, while 27% have pay gaps in favour of women. Despite this, the majority continue to see men earning more than their female counterparts in similar roles.

Some occupations with significant gender pay gaps include office managers and legal professionals, with women comprising a considerable proportion of the workforce yet earning considerably less. The median gender pay gap for roles such as financial accounts managers and solicitors ranges between 13.4% and 18.4%. For instance, there are approximately 380,700 women working as office managers compared to 206,800 men, yet men earn more per hour on average.

The issue extends beyond traditionally female roles, with 82% of male-dominated jobs also reporting pay gaps in favour of men. Interestingly, even roles such as office administrators, which are predominantly filled by women (78%), showcase a 4.7% gender pay gap.

This disparity persists against a backdrop of broader workplace discrimination issues, as revealed in a separate study released this week by the Young Women’s Trust. The charity found that over half of young women aged 18 to 30 reported experiencing workplace discrimination, a notable increase from 42% in 2022. Furthermore, young women from ethnic minority backgrounds reported an alarming rise in perceived discrimination, with 61% claiming to have encountered bias at work.

Geeta Nargund, chair of gender parity consultancy The Pipeline, expressed concern, noting that these figures present significant barriers to the career progress of young women. The findings indicate a pressing need for organisations to adopt measures to protect young women in the workplace and foster an environment where they can voice concerns about discrimination and pay disparities.

Claire Reindorp, chief executive of the Young Women’s Trust, posited that increased awareness of discrimination might play a role in these escalating reports, with most young women now feeling better equipped to identify instances of bias.

The research also highlights the multi-faceted nature of discrimination, revealing prejudices based on age, appearance, and caring responsibilities, coupled with a decrease in opportunities for advancement and pay parity for young women compared to their male colleagues.

To address these challenges, experts advocate for HR professionals to implement anti-discrimination policies and ensure there is support for employees facing these issues. Creating a culture of zero tolerance towards discrimination is imperative, along with promoting women into leadership roles that demonstrate achievable pathways for younger employees.

As the gender pay gap and workplace discrimination continue to loom large, the need for tangible improvements and equitable practices in the workplace has never been more urgent.