Our work on the gender pay gap was prompted by David Cameron’s decision to ensure that firms with more than 250 employees were disclosing data on the gender pay gap to their staff.
We launched a joint survey with PRWeek and Women in PR in August 2015 to gage the industry’s views on voluntary disclosure. The industry overwhelmingly agreed that the publication of gender pay gap information would encourage employers to take positive action on the issue. Moreover, nearly 80% said that the industry should voluntarily adopt a lower limit than the 250 employee limited proposed by the Government.
To read PRWeek’s analysis of the survey results, please click here.
We also submitted a joint consultation to Government Equalities Office on “Closing the Gender Pay Gap” in September 2015.
In September 2016, we made a commitment to include gender pay gap reporting in the Communications Management Standard, the hallmark of PR and communications excellence.
Alongside this, we also made a commitment to publish our own gender pay gap and guide members on how they could report their own gender pay gap.
The PRCA Gender Pay Gap Report, provides a step-by-step explanation of how the gender pay gap can be calculated. Here is a brief summary of how members can report their gender pay gap:
•Establish the precise objectives and reasons for disclosing the gender pay gap.
•Disclose the relevant results from employee surveys.
•Divide the workforce into different job levels, salary bands, and occupational groups.
•Disclose promotion rank by gender.
•Record the uptake of flexible working across the company.
•Monitor the rate of employees who returned from maternity/paternity leave.
•Report the gender pay gap by business region/unit.
•Examine past measures in starting salaries and benefits.
•Establish the full-time gender pay, providing a single figure median for part-time employees, different job levels, and pay quartiles.
•Establish the percentage change in gender pay gap over time.
In this report, we also published our own gender pay gap for the first time. The PRCA’s gender pay gap is 9.1%, significantly lower than the 19.2% figure established by the Office for National Statistics.
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into effect on the 6th of April 2017. From April 2017, employers will have up to 12 months to publish their gender pay gap.
The legislation requires employers with 250 or more to employees in the private and voluntary sector to publish statutory calculations every year showing the pay gap between their male and female employees. Employers are required to publish this information annually if they have 250 employees or more, these calculations will always be based on the situation at 5th April every year.
The results must be published on the employer's own website and the Government's website as well.
Employers are required to carry out and publish the following calculations:
- average gender pay gap as a mean average
- average gender pay gap as a median average
- average bonus gender pay gap as a mean average
- average bonus gender pay gap as a median average
- proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- proportion of males and females when divided into four groups ordered from lowest to highest pay
Employers can also provide an optional narrative explaining the figures. Employers can explain why the results show challenges or successes, and plans for long-term results.
Please visit our dedicated page on the gender pay gap. This page hosts information about the legislation, our campaigning work in this area, and best practice.
Here are some resources if you are interested in finding out more about the legislation:
- ACAS guidance on gender pay gap reporting
- ACAS Key Obligations: Gender Pay Gap Reporting
- The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017
For more information, take a look at the following reports: