Long-running problem that is persistently tough to get rid of, the gender pay gap still stains the UK’s history on equality. Nonetheless, despite many steps taken towards equality and inclusivity, a fresh report by the Equality and Human Rights Commission (EHRC) reveals we are far from done. An eye-opening research shows that in the United Kingdom women still earn on average 18% less than men.
This 18% rate may seem like just another number but it has greater implications than what meets the eye. It further exemplifies how there are obstacles that hinder women from advancing their career ladders, underestimation of roles mostly performed by females as well as negative consequences of part-time jobs as well as child bearing on income earning capacities of women.
Women often face an invisible barrier known as the glass ceiling especially those occupying middle management positions which prevents them from moving up into higher level positions. The result is that it widens the pay gap since men dominate high earning senior roles. As illustrated by EHRC report, employers need to apply measures which promote female leadership within their organisations thus ensuring equal opportunities for all.
The biggest contributor to this disparity is often referred to as “the motherhood penalty”. This leads to frequent interruptions in careers or switchovers into part-time employment for females when they bear children; this affects their future earning potential adversely. The report further calls for increased assistance extended to working parents, including shared parental leave, low-cost child care options among others in order to alleviate this burden.
In most cases in the past, sectors dominated by women, like care, cleaning and teaching have been undervalued and underpaid compared to sectors dominated by males. This is shown clearly in their pay gap which is a deeply ingrained societal prejudice. The EHRC report emphasizes this point further calling for the need to acknowledge these roles properly and recompense them.
In essence, the EHRC report is an urgent call to arms for business entities, policy makers and individuals alike to confront this injustice head on. It would help if companies performed regular wage audits that were transparent about their salary structures while at the same time made steps towards diversity and fairness. Legislation should be amended so as provide safeguards against gender inequality and increased support measures for working parents.
The 18% figure serves as a stark reminder that there is still a long way to go in achieving gender equality. Gender pay gap does not only constitute wage disparity but rather it reflects systemic problems requiring collective effort to solve. As we interrogate these figures and unravel their story, it dawns on us that this goes beyond pay; it touches on respect, worthiness, equity in a work place. It’s a narrative we can change collectively as society.
Bridging the gender pay might be quite difficult given its length but one needs to admit its existence first before going into details regarding what caused it. Thus armed with findings of this EHCR report we have been provided with mapping through which we can traverse our way into an equal future.’