The Gender Pay Gap – What Does It Actually Prove?

I’m not sure what the reporting of gender pay gaps really proves. With no comparison over time, we don’t know if it’s better or worse than it used to be. Many of the current gaps appear to be historic causes eg more men at boardroom level but we don’t know that for sure. Women on the radio are now talking about avoiding companies with larger pay gaps, which will only make the situation worse.

No company I’ve worked for has had a separate pay scale for men and women. I know women younger than me who get paid more than I do. Similarly, I know older women who have taken career, travelling or family breaks and have therefore not accelerated in their careers as quickly. It’s a choice they’ve made, and in some ways a necessary sacrifice as there’s little that can be done over the nature of human birth. By the same token I’ve had both female and male bosses and gender doesn’t come into it in terms of respect.

So we now know which companies have gaps, largely driven by taking an average across the whole organisation where there are fewer roles at the top that pay higher vs a higher quantity of roles at the bottom paying less. Great. We knew all of this, and fining companies for not reporting it seems childish and petty. What do we do with this information moving forward? Is everyone going to apply for a job at Starbucks just because they have no gap? Of course not.

In a world where a perceived gender is becoming less and less relevant, why is this necessary now and how will we report on ‘non-binary’ salaries in the future?

All I’d say is do what I do, employ on attitude, experience, team fit and skills for the job. I don’t give a shit what sex, ethnic origin or whatever planet you think you’re from as long as you give 100%.


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