May 8, 2017
Just five out of 9,000 UK employers have published gender pay gap details so far 0
Only five out of the 9,000 eligible companies have so far reported details of their gender pay differentials on the website set up as a plank of the Government’s discourse on equality. Although the Government has confirmed that the policy does not reflect pay for comparable jobs, but wider issues, there has always been a degree of scepticism within the business community about the need for reporting. The rules oblige all private and public sector organisations with more than 250 employees to publish annual figures for both their mean and median gender income levels based on gender. They must also publish the number of men and women in each salary quartile. Reporting must be completed by April of next year, but there hasn’t been a rush to comply since the rules came into force on April 6.
The majority of UK employees recognise the importance of data literacy to their career progression, but half have never been offered any relevant training. Statistics from a study of over 3,000 UK employees shows they understand the growing significance of data within their organisation, with almost all (94 percent) of those surveyed stateing that they consider data to be important for performing their role. Data skills were ranked as fourth in a list of the most important skills for their job – with only traditional, ‘soft’ skills such as ‘communication’, ‘organisation’ and ‘people management’ ranking higher. Yet the Censuswide survey, commissioned by Tableau revealed that despite four in five professionals (84 percent) believing data skills will be important for their career progression and a similar percentage (83 percent) using data on a weekly basis as part of their role, nearly half (49 percent) say their employer hasn’t offered them any kind of data analytics training.
As alarm grows in some circles over the impact of technology on future job prospects, a new survey suggests that Millennial’s jobs are likely to be at lower risk of automation. Research into how different generations choose jobs by jobs site Indeed compared the online search patterns of millions of UK jobseekers over the six months to March and found that younger people are substantially more likely to choose roles deemed to be at lower risk of automation. Nearly half of younger jobseekers were drawn to automation-resistant jobs, compared to fewer than four in 10 over-50s. These baby boomers are two thirds more likely than millennials to seek the manual jobs at highest risk of automation. While nearly half of millennials (48 percent) were searching for what economists term ‘non-routine’ roles, 61.1 percent of baby boomers were looking for ‘routine’ jobs. Routine jobs – which include sales, admin, transport and construction roles – are seen as being at higher risk of automation than non-routine work, which includes management, professional and service roles.
While the last 50 years have seen a notable convergence between men and women in labour force participation, hours worked, wages, and educational level, despite all this progress women are still less often found in high-paying occupations. Now a new study by Finnish economist Antti Kauhanen of the Research Institute of the Finnish Economy suggests that a substantial gender wage gap in corporate cultures emerges in early careers. In the latest IZA World of Labor report, Kauhanen cites a number of recent studies which conclude that women are much more likely than men to begin their careers at the bottom levels in the hierarchy; and this difference in initial job assignments is partly due to a divergence in educational background. Although the gender differences in years of education are small, differences in the field of education chosen remain large and are affecting career outcomes. Furthermore, in addition to educational choices and career interruptions, the hours worked, discrimination, and preferences and psychological attributes also contribute to the gender wage gap.
Employees coming into work when sick are contributing to a rising trend of ‘presenteeism’ across the UK, with more than half (52 percent) of UK workers admitting to going to work when their performance is negatively affected by work-related health issues, a new survey claims. A third (34 percent) of workers have even considered moving jobs due to the negative impact of their work environment on their health – the highest percentage across Europe. The report from Fellowes, published to coincide with World Day for Safety and Health at Work, argues when a worker is present but not able to perform their function properly, it compromises their productivity. With most employees continuing to work at sub-par levels rather than taking days off to recover, this also prolongs the effect of illness. Subsequently, businesses are experiencing a detrimental knock-on impact on the quality and volume of work produced, with a further impact on overall business performance.
More than six in ten workers value happiness at work over salary and even those more motivated by salary agree that a setting that allows friendships to flourish could provide invaluable benefits for businesses, a new survey suggests. The research by Wildgoose found that 57 percent of respondents thought having a best friend in the office made their time at work more enjoyable, almost a third were more productive and over one in five said it boosted their creativity. The survey also highlighted the differences in attitudes across various groups and demographics. Women were far more likely to prioritise happiness, with eight in ten placing it above salary, compared to just 55 percent of males. The job level of an employee also played a significant role. For 85 percent of managers, salary was deemed more important, while 70 percent of entry-level, interns, and executives chose happiness.
