What Drives the Gender Pay Gap? Lessons from the Uber Study
As detailed in our recent article, gender pay gap (“GPG“) reporting requirements for employers with 250+ employees will finally become a reality in 2022. While the regulations to the Gender Pay Gap Information Act 2021 remain outstanding, despite the imminent “snapshot” date of June 2022 and subsequent “reporting” date of December 2022, earlier this month the Department of Children, Equality, Disability, Integration and Youth published guidance for employers. Although these publicationsOpens in new window set out the suggested approach for employers when getting to grips with the GPG metrics and outline some useful FAQs, the guidelines are only intended to provide guidance and we await the final regulations to provide the legal basis for reporting.
In the meantime, we have shifted gears and taken a closer look at a Stanford University case-study analysing the GPG among male and female Uber drivers. Studies such as this one have demonstrated that understanding the structural and inherent causes of a GPG within a particular organisation is essential to enable that employer to take the requisite and, crucially, tailored steps to remedy the gap.