| answer text |
<p>The Government introduced ground-breaking regulations in 2017 requiring large employers
to publish gender pay gap data.</p><p> </p><p>We recognise that reporting is just
the start; we are committed to ensuring that the UK is an international leader on
gender equality research.</p><p> </p><p>This year, we published the Case for Change,
an in-depth analysis of how economic gender inequalities develop across people’s lives.
In this, we highlight research we published in 2018, led by the University of Manchester,
that identified four key drivers of the UK Gender Pay Gap:</p><p> </p><ul><li><p>Occupational
segregation - the types of jobs that women tend to do are less well paid than the
types of jobs men do.</p></li><li><p>Industrial segregation - the sectors of the economy
that women tend to work in are less well paid than the sectors that men work in.</p></li><li><p>Differences
in the ways men and women participate in the labour market - women tend to spend more
years out of the labour market undertaking unpaid care work than men, and tend to
have fewer years of full-time work experience.</p></li><li><p>Other factors that cannot
be explained by the data we have, but could include discrimination, harassment, preferences
and choices.</p></li></ul><p>To address these drivers, we published the Gender Equality
Roadmap in July, setting out the Government’s vision and actions to address the persistent
gendered barriers people face across their lives. Furthermore, our new annual Gender
Equality Monitor brings together 24 indicators on gender equality from all areas of
life to help us better measure progress over time.</p><p>We are also running two research
programmes, Women and Gender Equality and Gender and Behavioural Insights, to develop
the evidence base on gender equality in the workplace. Findings from this research
is being used to identify practical actions for employers and organisations to support
women’s progression in the workplace and reduce their gender pay gap.</p>
|
|
