International Women’s Day

PCS in DCLG is proud to support International Women’s Day – Today Wednesday 8th March.  The theme this year is #BeBoldForChange.

Every person can play a part in helping to drive better outcomes for women. Through meaningful celebration and targeted bold action, we can all be responsive and responsible leaders in creating a more gender inclusive world. The World Economic Forum predicts that the gender gap won’t close entirely until 2186! This is far too long to wait. So around the world, International Women’s Day provides an important opportunity for ground breaking action that can truly drive greater change for women.

The branch would like to share the following statistics which show why this is still such an important issue within the civil service and in wider British society. Everyone in DCLG can make a difference to help create and accelerate gender parity across the civil service.

Gender inequality in DCLG

In 2015, the gender pay gap in DCLG was 7.4%. This means that men earned on average 7.4% more than women, based on median pay.

Gender inequality in the Civil Service

In 2016, women were paid less than their male colleagues at all levels of the civil service, with their median wages falling to 13.6% below men’s, compared with 12% in 2015. This means the gender pay gap increased 1.6% in a year and is getting worse.

The largest single gap was at the senior civil service level.

At a national level, the gender pay gap is at 9.4%, suggesting the civil service is more unequal than the average employer, although the figures are not directly comparable as national statistics are calculated using hourly pay rather than annual salary.

In 2011, a woman was in charge in half of the top 16 Government Departments, in 2017 however the number was down to only 4.

Gender inequality in the UK

A recent study by Deloitte’s predicted that without radical action the gender pay gap in the UK would not be eradicated until 2069 – 99 years after the 1970 Equal Pay Act!

In 2017, the TUC have calculated that the day the average woman starts getting paid compared to the average man – is yesterday (7 March), so women effectively work for free for 65 days a year compared to men.

In a number of key industries – even in jobs dominated by female workers – women have to wait until even later in the year for their ‘Women’s Pay Day’:

  • In education, the gender pay gap is currently 27%, so the average woman effectively works for free for more than a quarter of the year (97 days) and has to wait until the 8 April before she starts earning the same as the average man
  • In health and social work, the average woman waits 69 days for her Women’s Pay Day on 10 March
  • The longest wait for Women’s Pay Day comes in finance and insurance. There the gender pay gap is the equivalent of 137 days – more than a third of the year – before Women’s Pay Day kicks in on 17 May

Gender inequality worldwide

The World Economic Forum predicts the gender gap won’t close entirely for another 170 years.

What we can do

The TUC believes the government must make all employers carry out equal pay audits, and to produce action plans to close the pay gap in their workplace. The TUC also wants companies that fail to comply with the law to be fined. The civil service must be the front runner in eradicating gender pay inequality.

PCS in DCLG will once again highlight to the Department the importance of ensuring that the annual pay offer put to members has been properly equality audited. Key equality related information will be requested including a gender breakdown by grade of average salaries; positions on pay ranges; lengths of service; and receipt of bonuses and vouchers.

Each one of us can also be a leader within our own spheres of influence by taking bold pragmatic action to accelerate gender parity. Talk about and raise these issues in your workplace and beyond to highlight the need for urgent action.