Asset managers' gender pay gap exposed by British transparency demand

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A Guardian analysis of the data shows that in companies where women are fairly or slightly overrepresented in the top pay band, the median gender pay gap shrinks relative to the composition of the company as a whole.

Of the county council's highest paid employees, 55% were women. Airlines EasyJet and Virgin Atlantic, with median pay gaps of 45.5% and 27.2%, respectively, say they'll aim to hire more female pilots since women are now concentrated in lower-paying jobs, like flight attendant.

In Ireland, the Government has committed to the introduction of mandatory gender pay gap reporting legislation similar to the UK Regulations.

The figures from The Drum's sample show that United Kingdom marketing businesses have a median hourly pay gap of 16.2% - slightly better than the UK-wide median of 18.4% - while media companies fared better, with an average median of 13.5%.

North East Lincolnshire Council also had a higher rate for women with 8.3%, while North Lincolnshire Council had a 0.1% lower pay gap.

Responses to this from companies have been that there are problems within the workplace which need to be tackled, for example within aviation there are fewer female pilots so in that sector the pay gap will tilt towards men. Just two per cent of women and three per cent of men are paid bonuses however.

Of the companies whose figures CSW investigated, the Civil Aviation Authority appeared to have the biggest gender pay gap, with women's average hourly pay 34% lower than that of men.

Organisations in the United Kingdom with over 250 employees are now legally obliged to publish details of their gender pay gaps.

The average median pay gap for companies based in Milton Keynes was 12.4 per cent, which compares to a national average of 12 per cent.

Of all higher education organisations in England, 124 of 133 reported their figures before Wednesday's deadline to publish gender pay gap figures. The majority of these bonus payments are of a lower value amount than the bonuses typically received by head office staff.

Caroline James Nock, vice president and HR director at Marie Stopes International, said that the figures were down to employment practices in its United Kingdom clinics, where most surgeons and anaesthetists were men, but most nurses and healthcare assistants are women. More than 6,500 customers, from small businesses to Fortune 500 companies, use PayScale to power pay decisions for more than 16 million employees.

But those figures are still likely to underestimate the real gap, critics say.

He added that recruiters "have a key role to play to help clients increase diversity and inclusion, address historic and systemic barriers to progression and opportunity for all, and secure more women in senior roles".

Meanwhile Cumberland Building Society has a gender pay gap of 41 per cent, Shawbrook Bank has a gap of 40 per cent, Octopus Capital has a pay gap of 38 per cent, while RBS, Lloyds, Clydesdale Bank and Santander all have a pay gap of 37 per cent.

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