Almost a quarter (23%) of female employee respondents believe that their male colleagues are paid more for carrying out the same role, according to research by Totaljobs.
Its 2016 Gender pay gap report, which surveyed 4,724 employees and 145 employers, also found that 31% of female employee respondents are unaware of how their current organisation makes decisions around salary and pay rises. This compares to 26% of male employee respondents.
The research also found:
- 44% of male employee respondents and 43% of female employee respondents have received a pay rise in their current role.
- Male employee respondents who have received a pay rise were awarded an average increase of £1,764, compared to £1,377 for female employee respondents.
- 9% of male employee respondents and 8% of female employee respondents who received a pay rise were awarded the rise after directly asking for it.
- 75% of female employee respondents do not feel comfortable asking for a pay rise, compared to 59% of male respondents. The reasons given for this by female employee respondents include lacking confidence to ask for more money (37%), not wanting to risk damaging the relationship with their manager (30%), not believing that it is part of organisation’s culture (28%), and because they do not like talking about money (25%).
- 58% of male employee respondents feel that men and women receive equal pay, compared to 44% of female respondents.
- 68% of employer respondents have a clear gender pay equality policy.
- 34% of employer respondents review salaries across gender to safeguard against gender discrimination.
- 29% of female employee respondents and 24% of male employee respondents do not believe their organisation actively promotes equality regardless of age, gender or other reasons.
- Among employee respondents who were awarded a bonus over the last year, on average, female respondents received £931 less than male respondents; £1,128 compared to £2,059.
John Salt (pictured), director at Totaljobs, said: “It is disheartening that our research has revealed that despite efforts gender pay equality remains a prominent issue.
The application and interview process is a fantastic opportunity for both men and women to negotiate a fair benefits package, including a salary that meets their expectations. I would urge all female candidates to aim high and feel confident in demanding the same figure as their male counterparts.
“It’s not just the responsibility of employees; I would strongly encourage employers to actively monitor for salary differences between make and female employees to ensure gender equality across their organisation. By regularly reviewing salaries, bonuses and pay rises across genders they will safeguard against any unintentional discrimination.”