One-quarter (26%) of female employees have asked for a pay rise this year compared to one-third (36%) of male staff, according to research by HR software provider Ciphr.
Its survey of 1,000 employed adults also found that women were less likely to have asked for a cost-of-living bonus than men, at 7% and 14% respectively, for a promotion (17% versus 22%), or for more employee benefits to top up their income (11% compared to 16%).
Female employees are also more likely to say they cannot afford to take sick leave (55% vs 47%), the most likely to report feeling overwhelmed by money worries (80% vs 70%), and more likely to think that they are not being paid enough (38% vs 32%).
However, less than half (45%) of women believe their salary adequately reflects the value that they bring to their organisation through their skills and experience, or what they do for their employer in terms of their role and responsibilities (44%). In comparison, half of men feel adequately rewarded for their efforts, with 49% agreeing that their salary reflects their skills and experience, and 51% believing it is reflective of their current role and responsibilities.
Of the men who are discontent with their pay because they feel it does not match their skills, job knowledge or position, 48% have asked for a raise recently. Meanwhile, just 32% of female respondents who feel the same way have asked for one.
Claire Williams, chief people officer at Ciphr, said: “Much has already been written about how the salary ‘ask gap’ can contribute to pay inequality. The onus is on employers to do more to fix this. Employers must be held accountable for doing what they can to reduce salary discrepancies where they see them within their organisations to ensure that all employees are being fairly financially rewarded for their efforts, and the value they bring to the business.
“Better representation of women and ethnic minorities at all levels, in all roles, is a vital part of driving this change and achieving pay equality. It’s also the best way of attracting and retaining the best employees long-term.”
