euronews.com
UK Gender Pay Gap: New Research Reveals Underestimation
A new study reveals the UK's gender pay gap is approximately one percentage point wider than official estimates, reaching 14.1% in April 2024, exceeding EU and OECD averages and significantly larger than those of France and Spain.
- How significant is the difference between the official UK gender pay gap and the findings of the new research?
- The new research suggests the UK's gender pay gap is underestimated by roughly one percentage point. This seemingly small difference translates to a £375 annual shortfall at the median earning level (£37,430), highlighting the impact of even minor discrepancies in the calculation methodology.
- What factors contribute to the underestimation of the UK's gender pay gap, and how does the UK's gender pay gap compare internationally?
- The study indicates that the official data fails to accurately weight jobs in small, young, private-sector organizations. Internationally, the UK's 13.1% (or 14.1% according to the new research) gender pay gap surpasses the EU average of 9.4% and OECD average of 11.3%, exceeding France and Spain's gaps by more than double.
- What are the potential implications of this revised gender pay gap figure for future policies and strategies aimed at addressing gender inequality in the UK?
- The revised figure underscores the need for a reassessment of current policies. The greater disparity necessitates a more robust approach to addressing gender inequality, potentially focusing on improved data collection methods targeting smaller companies and policies aiming for greater gender balance across higher paying sectors.
Cognitive Concepts
Framing Bias
The article presents a relatively neutral framing of the gender pay gap issue. While it highlights the UK's higher-than-average gap, it also presents data showing improvements and differing perspectives from the ONS. The use of questions in the introduction aims to engage the reader but doesn't overtly favor any particular viewpoint. However, the repeated emphasis on the 'small but significant' nature of the one-percentage-point difference in the research could be interpreted as downplaying the overall issue.
Language Bias
The language used is largely neutral and objective. Specific figures and data are presented to support claims. However, the description of the one-percentage-point difference as "small" could be considered a subtly loaded term, potentially minimizing the impact of the underestimation. The use of phrases like "slightly more" when discussing the part-time pay gap, while technically accurate, might also soften the significance of the overall disparity.
Bias by Omission
The article could benefit from including a discussion of potential root causes of the gender pay gap, such as occupational segregation, discrimination, or lack of career progression opportunities for women. Additionally, mentioning initiatives or policies aimed at addressing the gap would provide a more comprehensive picture. While space constraints are a factor, acknowledging these omissions would enhance the analysis.
Gender Bias
The article maintains a relatively balanced representation of genders. It focuses on the statistical data and analysis rather than relying on gender stereotypes. The inclusion of data across part-time and full-time roles provides more granular insight. However, the analysis could be further strengthened by investigating the disproportionate representation of women in lower-paying sectors.
Sustainable Development Goals
The article directly addresses the gender pay gap in the UK, highlighting that it is higher than the EU and OECD averages and that women earn significantly less than men. The article also points out the underestimation of the gender pay gap by official statistics and the gender imbalance in high-paying sectors. This directly relates to SDG 5 (Gender Equality), specifically target 5.1 which aims to end discrimination against women and girls everywhere. The significant pay gap indicates a persistent form of gender inequality.