The gender pay gap is still a problem for thousands of female workers across the UK - so what can you do if you’re being paid less than your colleagues?
In case you’ve never heard of the term, gender pay gap is used to explain the difference in average hourly earnings between male and female workers.
Latest data from the Office for National Statistics shows it increased in April 2021 to 15.4%, up from 14.9% in 2020.
But the issue of the gender pay gap was brought into the spotlight again this week, as the UK marked International Women’s Day.
A Twitter bot targeted big firms who were celebrating International Women’s Day by retweeting them with details of their gender pay gap.
The account @PayGapApp used the hashtag #BreakTheBias in solidarity with females who are being paid less than their male counterparts.
'I’m being paid less than my colleagues'
Sadly, this is an issue that isn’t uncommon in UK workplaces, despite laws in place to prevent it.
The Equality Act 2010 states that men and women who perform the same work for the same employer must receive equal pay, unless any difference can be justified.
This same law requires all employers with 250 or more workers to publish their gender pay gap figures each year.
These can all be searched for and compared using the government’s official “ gender pay gap service ” so you can see if there is potentially a problem where you work.
Have you been a victim of the gender pay gap? Let us know: mirror.money.saving@mirror.co.uk
If you feel there is an inequality between your pay and your colleagues’ pay, you should first address your boss or HR department.
It’s important to do your research first though, to back up your case.
“When assessing salaries, companies will consider the market, as well as the experience of the individual so look at the salaries other companies are offering for similar jobs too,” said Julie Provino, author of How to Get What You Want in Seven Weeks.
“Instead of coming in and demanding a pay increase, arm yourself with research, ask questions about how your salary may have been determined and know your worth in the jobs market.
“If you do think there is a discrepancy, always set the appropriate time in a 1:1 setting for the discussion. It helps your boss or HR to prepare too.
“If the answer is no, based on your performance or seniority, always ask what is missing so you can address that until the next review. Maybe they’d like you to take charge more often, or take a class.”
Amanda Lennon, employment partner and Director of HR & Wellbeing at law firm Spencer West, also recommends highlighting your achievements and CV experience.
“I always recommend that people should keep their CVs up to date and keep a document with a list of their achievements, such as feedback and examples of where you have gone above and beyond,” she said.
“Again, this will help you feel confident and avoid ‘imposter syndrome’. Really believe in yourself and the salary you deserve.”
Guidance on the Acas website states that if someone feels they are not getting equal pay, they can raise an official complaint known as a formal grievance.
The next stage, if you’re not able to resolve the issue with your employer, might be to make a claim to an employment tribunal.
However, this should only be done as a last resort and only after you’ve tried to address the issue with your boss first.
You might also be able to make a claim for sex discrimination, if you have been treated unfairly because of your sex.
As this is a complex issue, it is important to get free legal advice first from an organisation such as Citizens Advice.
Companies will soon be urged to list salaries on job adverts to help boost wages of women and ethnic minorities.
A pilot scheme, which could last between six months and a year, will be launched this year.
