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.
Source: Gender Pay Gap Campaign
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?
Advertising Salary on Publishing Roles
Recently, there has been some discussion online about a lack of transparency in publishing recruitment in regards to agencies (and publishers) not disclosing the salaries on job adverts.
‘Available on request’?
At Atwood Tate, we disclose salary information on advertisements where we are permitted, but much of the time our clients ask us to keep this information confidential until point of enquiry. There are a variety of reasons why employers wish to keep salary confidential or as “available on application”. It can be because they wish to remain flexible or to maintain confidentiality across the company. Other employees who are in similar roles may not be keen for their salary banding to be public knowledge.
We understand that this may make things seem a little more difficult for job seekers, but, although we are often not permitted to disclose the salary on the advert itself, for the vacancies we are working on we will always be happy to disclose information about the salary of the role if you are registered with us or send us your CV when you enquire about the position.
Salary advice before submission
We will always be clear on the salary range available for a job before we agree with you to submit your application. You will have the opportunity to state your desired salary, so that expectations on this issue are managed on both sides from the outset.
In most cases, we will be able to provide greater detail than is supplied on the advert and this ensures no candidate arrives at an interview only to discover that the salary offered for a job does not meet their requirements. We are here to help on that front and can add a level of insight and transparency.
Call our Consultants
Don’t be shy of calling a telephone number on an advert for more information about the salary level. In some cases the advertiser may not be able to give you an exact figure, but in those cases, we would advise that you give the hiring manager or recruiter an idea of the salary that you would be looking for and they should be able to tell you if the position advertised would be in line with that.
At Atwood Tate, we are all for transparency and we will do our best to provide as much relevant information as possible when guiding you through the application process.