The proportion of female high earners* is smaller
among the over 60s than those aged 20-29 but not by much, according
to research from global law firm Clyde & Co.
Data obtained directly from HMRC reveals that women over 60
accounted for just 23% of all higher rate tax payers in this age
group in the last financial year.
For female millennials the picture
is only slightly more positive despite hopes that gender equality
will be markedly better for this generation. Women represent 31% of
all 192,000 higher rate tax payers aged 20-29.
Clyde & Co explains that the
most recent and significant Government initiative aimed at reducing
gender pay differences is gender pay gap reporting. Under the new
regulations, which come into force in April 2017, organisations
with 250 or more employees and workers will need to disclose gender
pay and bonus pay gaps.
However, there is no requirement
for employers to distinguish pay gaps by age group or to identify
differences in pay between employees with children and those
without (see notes for more detail).
The last-minute move by the
Government to include all workers and not just employees means that
more organisations will now have to disclose their gender pay gap
data. Although, the Government has also decided that partners do
not need to be included in the reporting, so the larger accountancy
and law firms will not need to disclose the pay gap for their
highest earners, adds Clyde & Co.
Proportion of female high earners
remains static for fifth consecutive year
Previous research by Clyde &
Co in August 2016 showed that the overall percentage of female high
earners (of all ages) in the UK has not changed for five years even
though the total number of higher rate tax payers in the UK has
grown by over 1m, in that time.
Reducing the gender pay
Clyde & Co says that business should be focusing
on the following in preparation for the new rules:
Review current pay data to identify any problem areas ahead of
the date for capturing reportable pay data on 5 April 2017
On 5 April 2017, take the snap shot of pay data
Review snap shot data and consider how best to report it,
following the requirements of the rules, and consider whether to
report more than the bare minimum
Before 4 April 2018, report the data on the company website and
the government website, signed off by a director or equivalent
Take steps to reduce the gap for the following year
Effective monitoring of differences in the recruitment balance,
starting salaries, promotions, and flexible working requests across
all job types and levels of seniority, etc.
Putting in place internal networks and mentoring to develop
Tackle the influence of unconscious bias in the workplace with
effective training for recruiters and managers
Managing family friendly leave successfully by encouraging men
to consider taking shared parental leave and considering whether
maternity, adoption, paternity and shared parental pay should be
given comparable financial value
Ensuring that promotions, especially for senior roles, can
function with flexible working arrangements in place
Ensuring that the organisation's structure and processes
enable talented employees of both gender to progress
*Tax payers declaring an income between £43,001 to
£150,000 (higher rate tax payers)
In SSE Generation Limited v Hochtief Solutions AG and another decided on 21st December 2016, the Court of Session in Scotland considered a contractor's potential design liability under the NEC Form of Contract.
Case law concerning the Agency Worker Regulations remains limited. We recently advised a recruitment business involved in a dispute with a "temp" and a hirer regarding who was liable for an alleged breach of AWR Regulation 5.
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