The gender pay gap, the difference between the average salaries of men and women, is a persistent problem that continues to affect women in the workplace. There have been numerous attempts over the years to close the gap, however, it still exists today and this needs to be addressed in order to ensure that everyone is treated fairly and equally within the workplace.
The European Commission, European Parliament and Council of the EU provisionally agreed on new rules to show pay transparency, however, many factors continue to cause the gap, such as the type of job, number of hours worked, and experience, which means women are often paid less than men for the same job. With childcare costs at an all-time high, women tend to be the primary carers, often taking on part-time work compared with their full-time male peers.
The gender pay gap has a number of negative consequences in the workplace. Women may be less motivated to work if they are not being paid equally, leading to a decrease in productivity and overall job satisfaction. This means that women may feel undervalued and discriminated against in the workplace.
Grievance letters
Women can address the issue of the gender pay gap by raising a grievance within the workplace. An equal pay grievance letter example can be found here, and in many cases, a letter to your employer could be enough for them to revisit your pay, terms and conditions.
Women are often still undervalued in the workplace and are not given the same opportunities as men, which constitutes gender discrimination. If this is the case, you should be able to find an equal pay grievance letter example which can be tailored to meet your requirements. By raising a grievance with your employers, you start the process of having your pay reviewed, with the potential option of an employment tribunal, should you be forced to take the matter further.
What can employers do?
All employers should ensure that they are providing equal opportunities for everyone, regardless as to their gender. This can be achieved by carrying out regular pay audits, which will highlight if there are any discrepancies in pay between genders on comparable roles.
Ensuring that all employees have the same access to training and development opportunities, and the same opportunities for career progression, can help to close the gender pay gap. Flexible working arrangements should also be considered where possible, especially working from home, which can help with child care arrangements.
As it stands, the gender pay gap will continue to be an ongoing issue that needs to be addressed. Closing the gap benefits all parties and creates an equal and fair workplace for all. For an employer looking to attract talented candidates to vacant roles, equality and diversity are key elements in today’s employer value proposition. The most talented candidates will tend to prioritise diverse organisations over those lagging behind.
