The gender pay gap is something that affects a huge number of women in the UK and across most industries, including publishing. It is an issue that’s close to my heart, firstly being a woman and secondly working in recruitment and placing men and women into jobs. I’d like to hope we’re all doing more to address the gap and make this a fairer industry to be working in.
Gender Pay Gap and the Law
As members of the REC (Recruitment and Employment Confederation), we are aware of the latest news and legal requirements in recruitment. There is new leglislation coming up where employers with more than 250 employees will need to report on gender pay gaps. The deadline is 4 April for private organisations and 30 March for public sector employers. Many employers have already started to file their data on the dedicated government website.
The Government’s Gender Pay Gap Campaign website is a good resource for employers, giving information about how to collect and report data on the issue and how to close the gap. The following infographic gives the benefits of gender diversity in the workforce.
The Gender Pay Gap in Publishing – Advertising Salaries
Publishing has historically not been transparent with disclosing salaries – likely for a number of reasons and not all of them negative. This might not be a popular view but I really feel the industry would be much healthier with full transparency where all jobs are advertised with a salary range that is based on skills and experience.
In the UK, we shy away from talking about how much we earn. This is part of the reason employers choose not to advertise salaries on their vacancies, as employees in the same or similar roles may not want their own salary to be made public. It’s a taboo to ask ‘How much do you earn?’ But without open discussion, we cannot know what we are worth and so women’s value can be underestimated, by themselves as well as by their employer.
We’ve written before about advertising salaries here. We regret that we usually cannot display salaries on our vacancies, although we always give candidates the salary information before they submit an application.
The gender pay gap is slowly narrowing, though we still have a way to go. What do you think publishers and recruiters can do to close the gap further?