The gender pay gap continues to be a pressing issue in today’s society, highlighting the disparities in earnings between men and women. At Clearground Ltd, we recognise the importance of addressing this gap and are committed to improving equality, diversity, and inclusion within our organisation. In this article, we will delve into the concept of the gender pay gap, distinguish it from equal pay, and outline our strategies to bridge this divide.

 

To begin with, the gender pay gap refers to the disparity between the average gross hourly earnings of men and women, expressed as a percentage of men’s average earnings. It captures the differences in pay between genders, regardless of their job roles or levels of seniority. On the other hand, equal pay focuses on comparing the remuneration of men and women who perform the same role or work of equal value. It is illegal to pay individuals differently based on their gender.

 

According to data from the Trade Union Congress (TUC) in 2023, the gender pay gap is higher in every English region compared to Scotland and Northern Ireland. In the North West of England, the average gender pay gap stands at 13.8%, while the UK average is 14.9%. These figures underscore the persistent imbalance in earnings between men and women, indicating the need for proactive measures to address the issue.

 

Taking a closer look at Clearground Ltd’s internal analysis, we observe a disparity in the distribution of roles between men and women. Administration positions predominantly comprise 83% women, while manual labour roles are predominantly held by men at 69%. This skewed representation contributes to the gender pay gap within our organization.

 

Recognising the significance of diversity and inclusion, Clearground Ltd is committed to implementing strategies aimed at reducing the gender pay gap. Here are some of the actions we have devised to foster positive change:

 

1. Recruitment: We acknowledge the underrepresentation of women in manual labour positions and will take affirmative action to recruit more women. By actively seeking out female candidates and promoting inclusivity throughout the hiring process, we aim to achieve a more balanced workforce.

 

2. Training: We recognise the importance of empowering our employees through training and development programs. By providing equal opportunities for growth and advancement, we aim to bridge the gap in skills and experiences that may contribute to the gender pay disparity.

 

3. Salary Transparency and Role Progression: Clearground Ltd believes in fostering transparency when it comes to remuneration. By ensuring that our salary structures are fair and clearly communicated, we aim to eliminate any gender-based discrepancies. Additionally, we will focus on implementing clear pathways for career progression, enabling all employees to access higher-paid positions based on merit and skill rather than gender.

 

4. Appointing a Diversity Manager: To facilitate the implementation of our equality, diversity, and inclusion initiatives, we will appoint a dedicated diversity manager. This individual will be responsible for overseeing the progress of our gender pay gap reduction strategies and fostering an inclusive work environment.

 

5. Setting a Target for Reducing the Gender Pay Gap: Clearground Ltd aims to make significant strides in reducing our gender pay gap. We have set an ambitious target to decrease the current 10% pay gap to 7% by the end of 2024. By establishing clear objectives, we hold ourselves accountable and demonstrate our commitment to fostering equality within our organization.

 

In conclusion, the gender pay gap remains a critical issue that requires proactive measures to address. Clearground Ltd is dedicated to promoting equality, diversity, and inclusion, and we have outlined a comprehensive plan to reduce the gender pay gap within our organisation. By focusing on recruitment, training, salary transparency, diversity management, and setting targets, we aim to create a fairer and more equitable workplace for all. We recognise that achieving gender equality is not a short-term endeavour, but with steadfast commitment and collective efforts, we can create lasting change and set a positive example for other organisations to follow.