Introduction This strategy sets out what needs to change and who needs to take action to reduce gender, ethnicity and disability pay gaps. It is based on substantial new evidence from research by the Equality and Human Rights Commission into the size and causes of these pay gaps, and whether interventions so far have been successful. Pay gaps are a measure of the difference in average hourly pay between different groups and are a good indicator of inequalities in access to work, progression and rewards. Our research finds that pay gaps are substantial. Across Great Britain in 2016 the gender pay gap stood at 18.1% (ONS, 2016), the ethnicity pay gap at 5.7% (Longhi and Brynin, 2017), and the disability pay gap at 13.6% (EHRC, 2017). These average figures disguise wide differences, with some groups experiencing far greater pay gaps than others (Brynin, 2017). However, at their root are some common causes such as poorer educational attainment, different educational choices and the concentration of these groups in lower paid, lower skilled and part-time jobs. Our research shows that the pay gaps experienced by women, people from ethnic minorities and disabled people arise largely from the barriers they face getting into and progressing at work. Some elements of pay gaps result from the choices people make about balancing work with other aspects of their lives, though these choices may be dictated or constrained by stereotypes about the roles people, particularly women, are expected to play in society. Part-time work is predominantly low-paid work and therefore the choice to work flexibly inevitably leads to lower pay.
Introduction This strategy sets out what needs to change and who needs to take action to reduce gender, ethnicity and disability pay gaps. It is based on substantial new evidence from research by the Equality and Human Rights Commission into the size and causes of these pay gaps, and whether interventions so far have been successful. Pay gaps are a measure of the difference in average hourly pay between different groups and are a good indicator of inequalities in access to work, progression and rewards. Our research finds that pay gaps are substantial. Across Great Britain in 2016 the gender pay gap stood at 18.1% (ONS, 2016), the ethnicity pay gap at 5.7% (Longhi and Brynin, 2017), and the disability pay gap at 13.6% (EHRC, 2017). These average figures disguise wide differences, with some groups experiencing far greater pay gaps than others (Brynin, 2017). However, at their root are some common causes such as poorer educational attainment, different educational choices and the concentration of these groups in lower paid, lower skilled and part-time jobs. Our research shows that the pay gaps experienced by women, people from ethnic minorities and disabled people arise largely from the barriers they face getting into and progressing at work. Some elements of pay gaps result from the choices people make about balancing work with other aspects of their lives, though these choices may be dictated or constrained by stereotypes about the roles people, particularly women, are expected to play in society. Part-time work is predominantly low-paid work and therefore the choice to work flexibly inevitably leads to lower pay.
pay-gaps-strategy-fair-opportunities-for-all-accessible.docx