de.euronews.com
UK Gender Pay Gap Larger Than Official Estimates Suggest
A new study reveals the UK gender pay gap is larger than official figures indicate, approximately 1 percentage point higher, resulting in women earning £375 less annually at the median income level, and significantly higher than the EU and OECD averages.
- Why does new research suggest the ONS has underestimated the gender pay gap for decades?
- The study argues that the data used to calculate the gender pay gap inadequately weights jobs in small, young, private sector companies. Researchers re-estimated the gap using a more representative weighting scheme, revealing a consistent underestimation of about one percentage point over the last 20 years.
- How much less do women in the UK earn compared to men, and how does this compare to the EU and OECD averages?
- In April 2024, the average hourly earnings for full-time workers in the UK were £19.24 for men and £17.88 for women, a 7% gap. Considering all employment types, the gap widens to 13.1%, meaning women earn £869 for every £1000 earned by men. This is higher than both the EU (9.4%) and OECD (11.3%) averages.
- What are the future implications of this research, and what broader societal factors might contribute to the persistent gender pay gap in the UK?
- While the ONS acknowledges the research's valid points, they maintain that the overall impact on the gender pay gap would be small even with new methods. However, the persistent gap points to broader issues such as gender imbalances in sector representation and pay, particularly in trades where the gender pay gap is most pronounced.
Cognitive Concepts
Framing Bias
The article presents a balanced overview of the gender pay gap in the UK, citing both official statistics and independent research. The framing highlights the discrepancy between official figures and a new study suggesting a larger gap, prompting further investigation. While the headline could be improved to be more specific (e.g., "UK Gender Pay Gap Larger Than Official Figures Suggest, Study Finds"), the overall framing is neutral and encourages critical thinking.
Language Bias
The language used is largely neutral and objective. The use of terms like "discrepancy" and "underestimated" are factual and avoid inflammatory language. However, phrases such as "small, but significant difference" could be interpreted as subjective depending on the reader's perspective. More precise figures would be preferable to such subjective statements.
Bias by Omission
The article does not delve into the potential reasons behind the gender pay gap, such as occupational segregation, biases in hiring and promotion, or differences in education and experience. While acknowledging limitations in scope, mentioning these factors would provide a more comprehensive picture. The article also lacks information on any government initiatives or actions aiming to address the issue.
Sustainable Development Goals
The article directly addresses the gender pay gap in the UK, highlighting that it is larger than the EU and OECD averages and significantly higher than in countries like France and Spain. A recent study suggests the gap is even larger than official estimates, indicating a persistent issue of gender inequality in the workplace. The data presented shows a considerable difference in average hourly earnings between men and women across various employment types, with women consistently earning less. The article also points to the underrepresentation of women in higher-paying sectors, further contributing to the wage disparity.