CAMPAIGN


02 Minding the gender pay gap


It’s that time of year again when the annual gender pay gap figures are released, Tara Conlan looks at the data


O


verall the figures are prety terrible and Press Gazete reported that 91 per cent of the biggest news


publishing companies still pay men more than women. Te average UK media gender pay gap is now slightly down from 12 per cent to 11 per cent. Tere were some signs of progress – one of the biggest improvers was Which magazine – where women occupied 51 per cent of the highest paid jobs, compared with 27 per cent last year – and the highest


headline figure went to Newsquest, which paid women £1.68 for every £1 men earned. Macmillan also did well with £1.32, the Evening Standard £1.10, Ladbible £1.06 and Random House £1.06. Any organisation with 250 or more employees must publish and report specific figures about their gender pay gap and they are available via the government website. To save you wading through all that data, we’ve crunched the numbers for the top media firms, so have a look for yourself to see how the companies you work for have done. Trigger alert: some of it makes for


Check out your employer’s GPG, or go the government website.


Action •


Use this template leter to start discussions with your employer.


More information on the campaign page.


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eye-opening reading. Botom end of the scale features Te TES and Netflix, where women earned 72p for every £1 men earned, when comparing median hourly pay. Not far behind them were Liberty Global (73p), Channel 4 (75p), Roku (76p), Bloomberg and TikTok (77p) and Independent Digital News & Media (78p). Te NUJ’s figures include bonuses, plus what percentage of the firms’ top earners are men or women. We’ve also starred those


who get kudos for having one or more metric in which women are equal to or higher than men.


Seeing the inequalities laid bare can be galvanising and the good news is we have tips and advice on our campaigns page to help arm yourself for action. Also check out our explainers about the pay gap so you can work within your chapel to raise the issue, discuss it and lobby for change. You can use a template leter adding your company’s figures to send to employers to open discussions on improving women’s pay. Together, with transparency and knowledge, we can fill in the gender pay gap. One other way to tackle the problem is to take measures, such as those as laid out in the union’s #ShowUstheMoney campaign which calls on employers to put the job range rates on adverts and follow a ban on questions about a job candidate’s salary history, to ensure people have a fair salary when they begin a new job. Te union is also arguing for data


to be published on disability and ethnicity pay gaps.


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