Show Search Form

Search Results

registered interest	true false
date	exactly: or between: and
answering body
answering dept id
answering dept short name
answering dept sort name
hansard heading
house id
legislature	pref label
question text
tabling member constituency
tabling member printed
uin
answer	is ministerial correction true false date of answer exactly: or between: and answer text answering member constituency answering member printed grouped question UIN question first answered answering member label
tabling member	label

Search

1716676

registered interest
date	08/05/2024
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	2
legislature	25277 pref label House of Lords
question text	To ask His Majesty's Government, following reports that the median gender pay gap narrowed to 9 per cent in 2023–24, what assessment they have made of the impact of wage pressures in different industries on the gender pay gap.
tabling member printed	Lord Taylor of Warwick
uin	HL4487
answer	answer is ministerial correction date of answer 22/05/2024 answer text <p>Under this government the gender pay gap has fallen significantly, having fallen from 19.8% to 14.3% over the last decade. In 2017, we introduced world-leading regulations requiring large employers to publish the differences in average salaries and bonuses for men and women every year. This has ensured that employers are aware of their gaps and are taking steps to close them.</p><p>We know that reporting is just the first step, but do not believe that setting arbitrary targets or a timetable will help to drive the changes that we all want to see. The causes of the gender pay gap are complex, and the wider societal shifts required to close it will take time.</p><p>Detailed gender pay gap information is published annually by the ONS, and this includes sector-specific data and analysis. ONS data shows that the gender pay gap has decreased across all major occupational groups between 2022 and 2023.</p> answering member printed Baroness Barran grouped question UIN HL4465 question first answered 22/05/2024 15:52:51 answering member 4703 label Biography information for Baroness Barran
tabling member	1796 label Biography information for Lord Taylor of Warwick

1691415

registered interest
date	23/02/2024
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what the Government's timetable is on closing the gender pay gap.
tabling member constituency	East Londonderry
tabling member printed	Mr Gregory Campbell
uin	15415
answer	answer is ministerial correction date of answer 28/02/2024 answer text <p>Under this government the gender pay gap has fallen significantly, with the gap having fallen from 19.8% to 14.3% over the last decade.</p><p> </p><p>In 2017, we introduced world-leading regulations requiring large employers to publish the differences in average salaries and bonuses for men and women every year. This has ensured that employers are aware of their gaps and are taking steps to close them.</p><p> </p><p>We know that reporting is just the first step, but do not believe that setting arbitrary targets or a timetable will help to drive the changes that we all want to see. The causes of the gender pay gap are complex, and the wider societal shifts required to close it will take time.</p><p> </p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield question first answered 28/02/2024 16:11:15 answering member 4492 label Biography information for Maria Caulfield
tabling member	1409 label Biography information for Mr Gregory Campbell

1691110

registered interest
date	22/02/2024
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, how many warning notes the Equality and Human Rights Commission sent regarding failure to report gender pay gaps in (a) 2017, (b) 2018, (c) 2019, (d) 2020, (e) 2021, (f) 2022 and (g) 2023.
tabling member constituency	Oxford East
tabling member printed	Anneliese Dodds
uin	15336
answer	answer is ministerial correction date of answer 28/02/2024 answer text <p>In 2017/18, warning notices regarding failure to report were sent by the Government Equalities Office (GEO), on behalf of the Equality and Human Rights Commission (EHRC), to 1456 organisations. EHRC also sent warning notices to 100 organisations that they suspected had published inaccurate data.</p><p><strong> </strong></p><p>In 2018/19, the EHRC sent 328 warning notices (300 from the private sector and 28 from the public sector) and sent warning notices to 100 organisations that they suspected had published inaccurate data.</p><p><strong> </strong></p><p>On 24 March 2020, the Government and the Commission announced that enforcement of the Gender Pay Gap Regulations was suspended due to the impact of Covid-19. Therefore no warning notices were issued during the 2019/20 reporting year.</p><p><strong> </strong></p><p>In 2020/21, the EHRC sent 1,369 warning notices (1139 from the private sector and 230 from the public sector).</p><p><strong> </strong></p><p>In 2021/22, the EHRC sent 613 warning notices (547 from the private sector and 66 from the public sector).</p><p><strong> </strong></p><p>In 2022/23, the EHRC sent 732 warning notices (652 from the private sector and 80 from the public sector).</p><p><strong> </strong></p><p>The EHRC has issued no section 21 unlawful act notices to private or voluntary sector employers.</p><p><strong><br></strong>I also provide a link to the Commission’s general enforcement procedure for context: <a href="https://www.equalityhumanrights.com/sites/default/files/2021/legal-work-our-litigation-and-enforcement-policy-2019-2022.pdf" target="_blank">https://www.equalityhumanrights.com/sites/default/files/2021/legal-work-our-litigation-and-enforcement-policy-2019-2022.pdf</a></p> answering member constituency Lewes answering member printed Maria Caulfield grouped question UIN 15337 question first answered 28/02/2024 16:18:05 answering member 4492 label Biography information for Maria Caulfield
tabling member	4657 label Biography information for Anneliese Dodds

1691113

registered interest
date	22/02/2024
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, how many unlawful act notices the Equality and Human Rights Commission sent regarding failure to report gender pay gaps in (a) 2017, (b) 2018, (c) 2019, (d) 2020, (e) 2021, (f) 2022 and (g) 2023.
tabling member constituency	Oxford East
tabling member printed	Anneliese Dodds
uin	15337
answer	answer is ministerial correction date of answer 28/02/2024 answer text <p>In 2017/18, warning notices regarding failure to report were sent by the Government Equalities Office (GEO), on behalf of the Equality and Human Rights Commission (EHRC), to 1456 organisations. EHRC also sent warning notices to 100 organisations that they suspected had published inaccurate data.</p><p><strong> </strong></p><p>In 2018/19, the EHRC sent 328 warning notices (300 from the private sector and 28 from the public sector) and sent warning notices to 100 organisations that they suspected had published inaccurate data.</p><p><strong> </strong></p><p>On 24 March 2020, the Government and the Commission announced that enforcement of the Gender Pay Gap Regulations was suspended due to the impact of Covid-19. Therefore no warning notices were issued during the 2019/20 reporting year.</p><p><strong> </strong></p><p>In 2020/21, the EHRC sent 1,369 warning notices (1139 from the private sector and 230 from the public sector).</p><p><strong> </strong></p><p>In 2021/22, the EHRC sent 613 warning notices (547 from the private sector and 66 from the public sector).</p><p><strong> </strong></p><p>In 2022/23, the EHRC sent 732 warning notices (652 from the private sector and 80 from the public sector).</p><p><strong> </strong></p><p>The EHRC has issued no section 21 unlawful act notices to private or voluntary sector employers.</p><p><strong><br></strong>I also provide a link to the Commission’s general enforcement procedure for context: <a href="https://www.equalityhumanrights.com/sites/default/files/2021/legal-work-our-litigation-and-enforcement-policy-2019-2022.pdf" target="_blank">https://www.equalityhumanrights.com/sites/default/files/2021/legal-work-our-litigation-and-enforcement-policy-2019-2022.pdf</a></p> answering member constituency Lewes answering member printed Maria Caulfield grouped question UIN 15336 question first answered 28/02/2024 16:18:05 answering member 4492 label Biography information for Maria Caulfield
tabling member	4657 label Biography information for Anneliese Dodds

1664854

registered interest
date	16/10/2023
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will set a target date by which there will be no gender pay gap for all employees.
tabling member constituency	East Londonderry
tabling member printed	Mr Gregory Campbell
uin	202548
answer	answer is ministerial correction date of answer 23/10/2023 answer text <p>Under this government the gender pay gap has fallen significantly, with the gap having fallen from 19.6% to 14.9% over the last decade.</p><p><strong> </strong></p><p>In 2017, we introduced world-leading regulations requiring large employers to publish the differences in average salaries and bonuses for men and women every year. This has ensured that employers are aware of their gaps and are taking steps to close them.</p><p> </p><p>We know that reporting is just the first step, but do not believe that setting arbitrary targets will help to drive the changes that we all want to see. The causes of the gender pay gap are complex, and the wider societal shifts required to close it will take time.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield question first answered 23/10/2023 08:56:57 answering member 4492 label Biography information for Maria Caulfield
tabling member	1409 label Biography information for Mr Gregory Campbell

1627192

registered interest
date	11/05/2023
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	2
legislature	25277 pref label House of Lords
question text	To ask His Majesty's Government what was the average gender pay gap for each of the past five years.
tabling member printed	Lord Taylor of Warwick
uin	HL7801
answer	answer is ministerial correction date of answer 08/06/2023 answer text <p>Since 1997 the Office for National Statistics has published data on the national gender pay gap annually. Their latest release can be accessed here:</p><p><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2022#measuring-the-data" target="_blank">https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2022#measuring-the-data</a></p><p> </p><p>The headline measure of the median gap for all employees stood at 14.9% in 2022, down from 17.8% in 2018. The median national gender pay gap for each of the past five years was:</p><p> </p><table><tbody><tr><td><p>Year</p></td><td><p>Median gender pay gap for all employees (%)</p></td></tr><tr><td><p>2018</p></td><td><p>17.8</p></td></tr><tr><td><p>2019</p></td><td><p>17.4</p></td></tr><tr><td><p>2020</p></td><td><p>14.9</p></td></tr><tr><td><p>2021</p></td><td><p>15.1</p></td></tr><tr><td><p>2022</p></td><td><p>14.9</p></td></tr></tbody></table><p> </p> answering member printed Baroness Scott of Bybrook question first answered 08/06/2023 15:01:43 answering member 4553 label Biography information for Baroness Scott of Bybrook
tabling member	1796 label Biography information for Lord Taylor of Warwick

1457740

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what steps her Department is taking to help encourage businesses to complete horizontal pay audits requiring companies to identify whether there are patterns of unequal pay between men and women at different levels in their organisations.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154106
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154109 154113 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457741

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what steps she plans to take to help strengthen the application of the principle of (a) equal pay for equal work and (b) equal pay for work of equal value between men and women.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154109
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154113 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457742

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will take steps to ensure that companies with a gender pay gap above the national average must publish an evidence-based action plan to set out how to recruit and retain women in high-value roles.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154113
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154109 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1359655

registered interest
date	15/10/2021
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, in the context of the reintroduction of enforcement on Gender Pay Gap reporting requirements in October, what estimate she has made of the proportion of employers that have put in place plans to tackle their pay gaps.
tabling member constituency	North East Fife
tabling member printed	Wendy Chamberlain
uin	57355
answer	answer is ministerial correction date of answer 22/10/2021 answer text <p>Over nine thousand employers reported their gender pay gap data for 2020/21, having been given an additional six months before enforcement action began in October, to reflect the impact of the pandemic on businesses. Many took the additional step of producing an action plan detailing how they intend to close their gap.</p><p>As there is no mandatory requirement to publish an action plan, not every employer who has one will have noted this on the Government reporting portal, making it difficult to establish an accurate estimate of how many have a plan to tackle their pay gap.</p><p>The reporting regulations have helped to motivate employers to take action, and the UK’s gender pay gap currently stands at a record low of 15.5%.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch question first answered 22/10/2021 15:40:35 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4765 label Biography information for Wendy Chamberlain