Scientific firms called on to respond to the gender pay gap

Latest figures show that these industries have a 24.56% pay gap, the difference between the average salaries of men and women based on hourly rates, which is higher than the national average of 19.1%.

It is already unlawful to pay men and women differently for the same job, this is about understanding and overcoming other barriers that are preventing women achieving their full potential and making their maximum contribution to the economy.

Last month, Prime Minister David Cameron, announced that employers with more than 250 employees will have to publish the difference in pay between men and women as part of the Government’s ambition to end the gender pay gap in a generation.

The gender pay gap is at its lowest rate on record, and there are more women at work than ever before. There are just three weeks left for employers to respond to the consultation that explores how the new regulations will be designed.

Caroline Dinenage, Minister for Women, Equalities and Family Justice, said: “We have more women in work than ever before but the stubborn pay gap between men and women still persists. By taking steps to tackle this and increase transparency, employers can retain real talent. This isn’t just common sense, it makes good business sense too.

“That’s why we’re urging the scientific and technical sectors to come forward and have their say so together we can consign the gender pay gap to the history books.”

One firm already working hard to support women achieve their potential is FDM.

Sheila Flavell , COO, FDM, commented: “At FDM, we work hard to not only recruit great female tech talent but ensure that their career is supported and developed by FDM. I would urge all companies to take note of this consultation and have their say on how new regulations can support the campaign to close the gender pay gap.

“Diversity in the workforce is fundamental to business growth, at FDM we now operate in 14 countries on four continents and have an above industry average percentage of female employees at 25%. Supporting women not only makes business sense but is at the forefront of our agenda at FDM as we continue to create and inspire exciting careers that shape our digital future.”

The consultation, which was launched on 14^th July and closes on 6^th September explores how the new regulations on gender pay gap reporting will be designed, including what, where and when information will be published. It is also seeking views on what more can be done to encourage girls to consider the widest range of careers, support parents returning to work and help women of all ages reach their full potential and have the security of a well-paid job.

Greater transparency will encourage employers to be more proactive in taking action to address the gender pay gap. By taking steps to close the gap, employers can better attract, develop and retain talented women, creating a balanced and diverse workforce because maximising female talent isn’t only the right thing to do, it’s good for business and it’s good for the economy.

Many companies will not even know they have a gender pay gap. Greater transparency can therefore encourage employers to think about what may be causing this, and how they can help tackle it.