Biggest theatre companies forced to disclose gender pay gap
Organisations including the National Theatre, the Royal Shakespeare Company and the Royal Opera House are among the companies who will be forced to reveal their gender pay gap as part of new government regulations.
They came into force on April 6, as part of government efforts to eradicate the gender pay gap.
Theatre organisations with more than 250 employees include the NT, the RSC and the Royal Opera House, as well as Really Useful Theatres and Ambassador Theatre Group.
Arts Council England must also publish its gender pay gap figures.
Women and equalities minister Justine Greening said that more women were in work and there were more female-led businesses than ever before, but while this has helped reduce the gender pay gap to its lowest ever level – 18.1% – the government is seeking to help eliminate it completely.
“Helping women to reach their full potential isn’t only the right thing to do, it makes good economic sense and is good for British business. I am proud that the UK is championing gender equality and now those employers that are leading the way will clearly stand out with these requirements,” she said.
What are new gender pay gap rules?
- All voluntary, private and public employers with more than 250 staff must publish figures on the gender pay gap at their organisations.
- This must be completed before April 2018, giving companies a year to publish the data.
- The reporting will cover approximately 9,000 employers in the UK – and 15 million employees.
- The UK is one of the first countries in the world to require gender pay gap reporting.
What will employers need to publish?
Median gender pay gap figures
This identifies the middle earner, and is the best representation of the typical gender difference. Employers will be asked to use data from a snapshot period in April to calculate this.
Mean gender pay gap figures
This takes into account the high and low earners in an organisation, and will reveal gender disparity at the highest and lowest-earning levels.
Proportion of men and women in each quartile of pay
This will show the spread of male and female earners across an organisation, helping to show where women’s progress might be stalling.
Gender pay gaps for any bonuses paid
This will seek to highlight a significant issue around bonus payments in some sectors. Employers will have to publish the proportion of men and women receiving these bonuses.
Employers will also be encouraged to publish an action plan alongside the data, to demonstrate how the issue around gender pay gaps can be tackled.
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