A Gapping Difference Exists Between Genders When It Comes To Wage Amount, Reveals A New Study
Dailycsr.com – 04 December 2015 – Research results demonstrate a stark gap between the wage patterns of men and women employees. Imitating the age-long struggle of women, they are still “paid less than men in 90% of sectors” even though they put in equal amount of time, effort and come up with equal if not better results.
The research also points finger at “financial and insurance sectors” for exhibiting the worst example.
Studying the “Gender effects” in the corporate sectors, the “UK Commission for Employment and Skills”, in short UKCES, publishes its results under the title of “Opportunities and outcomes in education and work”, wherein impact of gender inequality given educational qualification and “employment outcomes” are examined.
The said study reveals that the average payments of the “male workers” are nineteen percent higher than their “female counterparts in almost all areas of the workforce”.
However, the difference stares gapingly especially for the women who work in the “financial and insurance sectors” or takes up any “other professional roles” for that matter, as some even receive forty percent less wage than men. Likewise, energy sector, technology fields and scientific occupations also reflect the same wage payment pattern, as always for especially in these above mentioned fields women continues to remain “chronically under-represented”.
The research also demonstrates that in “all levels of education”, female students “outperform” their male fellow students; right from “GCSEs and A-Levels” the trend continues till University level and beyond to “post-graduate studies”. These result patterns only makes the female candidates’ case stronger by making them likely more “skilled and qualified”. Moreover, the UKCES’ Assistant Director, Dr Vicki Belt states:
“This research brings home the bleak reality of gender inequality at work in the UK. In spite of women’s real achievements in education, the gender pay gap stubbornly remains.
“Our research shows that occupational segregation is a key factor at play here. Women are under-represented in a range of sectors and occupations that offer higher paying roles - for example fewer than 10% of British engineers are female. As almost a quarter of women work part-time, they are also disproportionately affected by the low quality, and poor progression opportunities offered by much part-time work.
“It is welcome that the government is moving to bring more transparency here, by introducing a requirement for the public sector and larger firms to publish information on gender pay differences.
“However, there is clearly more that could be done by employers, education providers and careers advisers to create more and better opportunities for women and tackle patterns of occupational segregation.”
The research also points finger at “financial and insurance sectors” for exhibiting the worst example.
Studying the “Gender effects” in the corporate sectors, the “UK Commission for Employment and Skills”, in short UKCES, publishes its results under the title of “Opportunities and outcomes in education and work”, wherein impact of gender inequality given educational qualification and “employment outcomes” are examined.
The said study reveals that the average payments of the “male workers” are nineteen percent higher than their “female counterparts in almost all areas of the workforce”.
However, the difference stares gapingly especially for the women who work in the “financial and insurance sectors” or takes up any “other professional roles” for that matter, as some even receive forty percent less wage than men. Likewise, energy sector, technology fields and scientific occupations also reflect the same wage payment pattern, as always for especially in these above mentioned fields women continues to remain “chronically under-represented”.
The research also demonstrates that in “all levels of education”, female students “outperform” their male fellow students; right from “GCSEs and A-Levels” the trend continues till University level and beyond to “post-graduate studies”. These result patterns only makes the female candidates’ case stronger by making them likely more “skilled and qualified”. Moreover, the UKCES’ Assistant Director, Dr Vicki Belt states:
“This research brings home the bleak reality of gender inequality at work in the UK. In spite of women’s real achievements in education, the gender pay gap stubbornly remains.
“Our research shows that occupational segregation is a key factor at play here. Women are under-represented in a range of sectors and occupations that offer higher paying roles - for example fewer than 10% of British engineers are female. As almost a quarter of women work part-time, they are also disproportionately affected by the low quality, and poor progression opportunities offered by much part-time work.
“It is welcome that the government is moving to bring more transparency here, by introducing a requirement for the public sector and larger firms to publish information on gender pay differences.
“However, there is clearly more that could be done by employers, education providers and careers advisers to create more and better opportunities for women and tackle patterns of occupational segregation.”
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