Apple reports a 5% mean gender pay gap

Adjust Comment Print

The Wednesday midnight (GMT) deadline for private sector companies marks the first time United Kingdom businesses that employ more than 250 people are required to disclose the difference between what they pay men and women.

Over 8,000 of the roughly 9,000 companies that are expected to report have submitted data.

Earlier, MBW revealed that the average gender pay gap across all three major labels in the United Kingdom is 33.8% - with 29.8% at Universal, 22.7% at Sony and 49% at Warner.

Less than a third (29%) of employees in the highest pay quartile at Apple are female, compared to 29% in the second quartile, 25% in the third quartile and 32% in the lowest pay quartile.

In the "upper middle quartile" (ie. the second tier of executive pay) at Live Nation (Music) UK Ltd., 46% of employees are male and 54% of employees are female.

Employers with 250 or more staff have to report average differences in pay between all male and female employees by law at midnight tonight. The sum for each category is then divided by the number of employees in each gender.

And it has emerged that in just under 80% of those companies, men earn more than women based on the median average. The measurement helps exclude outliers who are very highly paid.

Paragon Group beat the national average with the median woman earning 11.6% less than the median man, as HR director Lorraine Nixon said the company will "benchmark against competitors and commit to take action to address the underlying issues".

Theresa May, the Prime Minister of United Kingdom has narrowing the gender pay gap, a part of her domestic policy agenda. At CNN's bureau in London, the mean gap was -3% and the median was 24%.

Anthony Joshua Secures New Heavyweight Title After Unanimous Victory Against Joseph Parker
If it's a one-to-one and he needs to go for it, he'll do it. "We can do it in London round Wembley, [or] Cardiff", he added. Beyond Wilder and Povetkin, the most risky tests are rematches against Parker and British rival Dillian Whyte.

Particularly telling is the section where companies reveal what percentage of the best and worst-paid members of staff are women. Leaders and their managers need to fix the "broken windows" - the range of everyday biased attitudes, actions and practices that make possible the bigger systemic problems, like the gender pay gap, that women face.

She went on to urge women who work for employers that don't have to report gender pay to ask bosses about their approach to fair pay.

Sarah Pennells, founder of SavvyWoman, says: "Some banks have got a gender pay gap of over 40% - even up to 60% depending on how you measure it".

It's not just sports teams.

At first glance, it appears that Amazon's United Kingdom gender pay gap is significantly better than many of its rivals in the tech sector.

The vast majority - more than 7,300.

Airline pilots, for example, tend to be both well compensated and male.

The gender pay gap is calculated as the difference between the average salaries of men and women - it is not the same as equal pay, where firms are required to pay people doing the same job the same salary regardless of gender. BBC too is working on the issues. Entry-level jobs usually have more clear-cut salary data, so men and women alike know what a specific position is worth. Arsenal said its mean pay gap drops from 80% to 17% when players were removed from the calculation. The firm employs more men than women across the board.

Comments