Perspectives

Gender pay gap report

Deloitte publishes 2018 statutory gender pay gap data and its total earnings gap

Under new legislation that came into force in April, UK employers with more than 250 employees are required to publish their gender pay gap. Increasing gender pay gap transparency is a topic we’ve taken a leading and visible position on for some time. We have been voluntarily reporting our gender pay gap since 2015 and worked closely with the Government Equalities Office to produce their report Trailblazing Transparency: Mending the Gap.

What is the gender pay gap?
The gender pay gap, not to be confused with the issue of equal pay, shows the difference in the average hourly rate of pay between women and men in an organisation, expressed as a percentage of average male earnings. Organisations follow a calculation methodology set out by the Government Equalities Office to report their mean and median gender pay gap, bonus gap, and distribution across pay quartiles.

Our narrative report also includes two important voluntary calculations: an equity partner earnings gap, and a total earnings gap which reflects the earnings of both employees and equity partners.

How will we close the gap?
We are clear that our gender pay gap is driven by a lack of women in senior positions – an issue which we have been working hard to address through our gender balance action plan, introduced in late 2014.

Meaningful change takes time, but we have set ourselves some clear targets to get there: to have a quarter of our partners being female by 1 June 2020, rising to 40% by 2030.

We believe this requires a combination of deliberate actions (such as the introduction of our industry-first Return to Work programme and our Working Parents’ Transition Programme) and a focus on culture. We are clear that we need to provide all of our people with an inclusive culture and an agile, flexible working environment which enables them to balance their career with commitments outside of work.

Emma Codd, Managing Partner for Talent concludes: “We continue to focus on ensuring there are no potential barriers to female progression. Our focus on culture and targeted actions is already having a positive impact. However, as the data shows, meaningful and sustained change will take time and hard work.”

Find out more about the interventions we have put in place to address our gender pay gap here.

Previous editions

2017 gender pay report
 

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