Media organisation Guardian News and Media has reported an 11.3% mean gender pay gap for fixed hourly pay as at 5 April 2017.
The organisation has reported its gender pay gap data across 1,557 UK employees in line with the government’s gender pay gap reporting regulations and ahead of the private sector submission deadline of 4 April 2018.
The gender pay gap reporting regulations require organisations with 250 or more employees to publish the difference between both the mean and median hourly rate of pay for male and female full-time employees; the difference between both the mean bonus pay and median bonus pay for male and female employees; the proportions of male and female employees who were awarded bonus pay; and the proportions of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands.
Guardian News and Media’s median gender pay gap for fixed hourly pay as at 5 April 2017 is 12.1%.
Its mean gender pay gap for bonuses paid in the year to 5 April 2017 is 1.1% in favour of women, and the median gender pay gap for bonus payments is 74.8% in favour of female staff. Over the reporting period, 14% of both female and male employees received a total of 218 bonus payments.
More than a third (35%) of employees in the highest pay quartile at Guardian News and Media are female, compared to 38% in the second quartile, 45% in the third quartile and 57% in the lowest pay quartile. In total, Guardian News and Media’s workforce comprises of 44% women and 56% men.
Guardian News and Media believes there are two main factors causing its gender pay gap. Firstly that there are more male employees working in the upper pay quartiles and not enough female employees fulfilling the most senior and highest-paid jobs, and secondly that women tend to occupy more of the lower paid administration, sales and marketing positions across the business. The organisation’s analysis shows that 64% of employees working in the top half of Guardian News and Media’s pay bands are men; 495 male employees versus 284 female employees.
To address its gender pay gap, Guardian News and Media aims to reduce its gender pay gap every year and increase the number of women in the highest-paid half of the organisation every year. Within five years, the organisation hopes to achieve a 50:50 gender balance in the top half of the business.
To accomplish these goals, Guardian News and Media will launch a new Women in Leadership programme for middle management and senior women, as well as implement a new mentoring scheme, monitor pay and progression processes, review minimum pay and ensure that mixed gender candidate shortlists and mixed gender interview panels are used for all roles as part of the recruitment process. The organisation will also seek female candidates across all job disciplines.
In addition, Guardian News and Media will offer enhanced training and development opportunities in people management, dignity at work and unconscious bias, with all managers due to complete these training modules by the end of 2018. The organisation will also set personal objectives for executive committee members and departmental plans which relate to diversity and gender pay, and it will continue to consult with employee forums and stakeholders as well as monitor ongoing progress.
Katharine Viner, editor in chief at Guardian News and Media, and David Pemsel, chief executive officer at Guardian News and Media, said in the report: “Guardian News and Media (GNM) is committed to creating a workforce that is diverse and inclusive, valuing everyone and taking action to ensure all employees feel respected. GNM’s gender pay gap is lower than the current [Office for National Statistics] national average, but that is not good enough and we aim to reduce it further.
“The gap is driven by two main factors: there are more men in the highest paid and most senior roles; and there are more women in lower paid administration, sales and marketing roles. While this is the case at many organisations and reflects society more broadly, it does not make it acceptable. More must be done to improve women’s representation and ensure there are opportunities for everyone at GNM to progress.
“GNM strongly supports the legislation requiring organisations with 250 or more employees to publish data on the gender pay gap, which is a step forward toward making the UK a fairer society. We will do everything possible to close GNM’s gender pay gap.”