Gender Pay Gap Widening
The gender pay gap is widening once again, leaving many women wondering why they make less than the male colleagues they sit next to day after day.
A recent study from the Chartered Management Institute (CMI), surveyed 72,000 Managers in the UK. It found that women receive significantly lower salaries than male counterparts who fill equivalent roles. While younger women aged 26 to 35 average 6% less income than men, this figure rises substantially for the 40 to 60 age range at 35%. The gap is even worse for women over 60 who make 38% less than men.
In other countries, this problem is observed but on a much smaller scale. The US, for example, buzzed throughout 2014 and most of 2015, citing a 23% average deviation between men’s pay and women’s. However, this claim was mostly debunked after the research methodology was found to compare too broad a range of careers and did not factor in hours worked against reported salaries. In October, the Wall Street Journal said the gap would widen as men’s earnings were growing at twice the rate of female salaries, leading to a slew of Hollywood stars, including Jennifer Lawrence, to publicly get behind the issue and question why they were paid much less than their male co-stars.
While some gender gap studies have been criticised for being too sensationalist, CMI utilised a well-constructed methodology to conduct research. It concluded that essentially women in Management positions overall worked 1 hour and 40 minutes every day for free. This is equivalent to about 57 days a year on top of other financial inequalities further affecting female income. This group also reported receiving roughly 52% less in bonus pay compared to men.
Fortunately, some new measures are in place to help correct this problem. In an attempt to enforce equal treatment and pay for women, new legislation slated to come into effect during 2016 will require greater transparency for wage reporting.
This will require all organisations consisting of 250 or more people to publish earnings for both men and women. Sometime in early 2016, the regulation will receive further review and likely gain some extra provisions. There is speculation that this new law could come into effect as early as October 2016. Hopefully, by the end of the year, the new regulations will come into play, causing this widening gap to shift momentum and ideally close in the near future.