• Gender pay gap for median gross hourly earnings (excluding overtime), UK, April 1997 to 2018 (%)

    According to the Office for National Statistics the gender pay gap dropped to 17.9% for all employees in 2018.

    Data Source: Office for National Statistics
  • Pay penalties with white women, 22-64-year-olds, 2007-2018, UK (%)

    A report published by the Resolution Foundation found that the differences in pay between women in the UK of different ethnicities is still significant.

    *The difference in the pay gap for Black and Indian non-graduates is statistically meaningless, hence the 0.1% figure
    Data Source: The Resolution Foundation
  • Gender pay gap for median gross hourly earnings (excluding overtime), by region and country, UK, April 1998, 2008 and 2018

    Data Source: Office for National Statistics
  • Inclusive Gender Pay Gap, 22-64-year-olds, 2018, UK (%)

    Gender is not binary. This space is where there should be charts showing the gender pay gap between cis, trans, gender non-binary people.

    Currently, the decisions are left up to the employer to report the gender identity of their employees. This leads to an inaccurate and incomplete picture of the gender pay gap. Research has shown that employees' pay can drop significantly when they transition, and the details the employer may have might not reflect the employee's identity. In addition, the official gender gap reporting guidelines advises that employers 'omit non-binary employees from their calculation' – which has serious implications for the data we have on the gender pay gap.

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  • THE GENDER PAY GAP PROJECT

    DASHBOARD

    The gender pay gap made headlines in the UK in 2018, as legislation forced companies to report internal figures - a World first. The results showed that no sector pays women better than men on average, and we gained real insight into what goes on inside individual companies.

    As we enter 2019, we have to keep this momentum going. We think that it is vital to shift the way we talk about the 'gender pay gap' – and that starts with accessible and inclusive data. This project aims to present and collect data on the gender pay gap outside of the male/female binary, to include non-binary and trans people. We also need more detailed reporting on the intersection of ethnicity, ability, sexual orientation, and gender. And finally, we need to present the information in an accessible and engagaing way – so that everyone can understand and access the data available.

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  • What can you buy with the average weekly gender pay gap for different sectors?

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