A recent survey commissioned by Acas, the workplace expert, has highlighted a significant gender pay disparity in the manufacturing sector. According to the YouGov survey, 20% of workers in manufacturing believe women are not paid as much as their male counterparts for performing the same work. This issue is even more pronounced across all sectors, with over one-third (36%) of women expressing the same belief about pay inequality in their workplace.
The survey was conducted to mark International Equal Pay Day (September 18th), a day dedicated to raising awareness about the ongoing struggle for equal pay. While equal pay for equal work is a legal requirement in many countries, including the UK, this research indicates that a large portion of employees still perceive a gender-based pay gap.
Legal Framework and Rising Cases of Pay Disputes
By law, men and women are entitled to equal pay for doing the same job, known as “equal work.” Despite this legal protection, the disparity in perception is concerning, particularly as more cases are being reported to dispute resolution services. Acas’s Early Conciliation service, which helps resolve employment tribunal claims before they escalate, has seen a 34% increase in equal pay disputes between 2022/23 and 2023/24.
This rise indicates that many workers feel their pay concerns are not being adequately addressed by their employers, prompting them to seek formal resolution. The persistence of pay inequality, despite existing laws, highlights the need for greater transparency and more proactive measures from businesses.
The Importance of Equal Pay Policies and Audits
Julie Dennis, Acas’s Head of Inclusive Workplaces, emphasizes the importance of having clear policies to ensure pay equity. “Having an equal pay policy can help bosses be open and clear with their staff about how they achieve equal pay and how they will resolve any pay issues. This can help tackle any perceptions that men are being paid more than women and help ensure employers are not breaking the law,” she explained.
Acas advises that businesses with more than 50 employees should conduct an equal pay audit to assess any potential pay gaps and take corrective action. Smaller businesses, with fewer than 50 staff members, are encouraged to conduct an equal pay review. These practices help to identify discrepancies and maintain fair pay standards across all levels of employment.
Survey Results and Gender Differences in Perception
The survey, which involved over 1,000 employees across different industries, asked participants whether they believed men and women in their organization were paid equally for the same work. The results showed a clear divide in perception between men and women:
- Manufacturing Sector:
- Yes, women are paid equally: 64%
- No, they are not paid equally: 20%
- Don’t know: 16%
- Overall (all sectors):
- Yes, women are paid equally: 64%
- No, they are not paid equally: 22%
- Don’t know: 15%
- Male respondents:
- Yes, women are paid equally: 77%
- No, they are not paid equally: 10%
- Don’t know: 13%
- Female respondents:
- Yes, women are paid equally: 48%
- No, they are not paid equally: 36%
- Don’t know: 13%
These statistics reveal that men are significantly more likely than women to believe that equal pay exists within their organization. Women, on the other hand, are more skeptical, with over a third (36%) expressing the belief that they are not paid equally.
What Should Employees Do?
For employees who believe they are not receiving equal pay, Acas recommends addressing the issue directly with their employer. Open communication is often the first step in resolving misunderstandings or discrepancies in pay. If the issue cannot be resolved informally, employees have the option to raise the matter formally through a grievance process or, if necessary, make an equal pay claim.
Moving Forward
The findings from Acas’s survey underscore the continuing challenges in achieving true pay equality. While laws exist to protect workers from pay discrimination, the perception and experience of inequality remain prevalent, particularly among women. Employers can take concrete steps by implementing equal pay policies, conducting regular pay audits, and fostering a culture of transparency to ensure that all workers feel valued and fairly compensated.
For businesses, addressing this issue proactively not only helps to avoid legal disputes but also strengthens employee morale and contributes to a more equitable workplace.
