by Professor Binna Kandola OBE
Recently, the Government pushed through legislation which requires large companies to publish their mean and median gender pay gaps.
Billed as a move to tackle gender inequality in British workplaces, it’s a copy-cat of a tactic the Australian government has been using to tackle the gender inequality and discrimination has seen within its own work force.
Reporting on gender is an excellent move, but in terms of the bigger picture, it may only give us a partial idea of what’s going on.
Gender is not the end of the story when it comes to equal pay: there are other ways in which people can be unfair when they remunerate people (specifically, for example, when it comes to the ethnicity of their employees), and these factors must also be investigated and discussed at a higher level too.