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2013•Compensation & Benefits ReviewRequires access

Low (Female) Pay, No Way

Duncan Brown

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Abstract

The UK is currently experiencing declining real incomes which are disproportionately affecting the low paid It also faces a stubborn gender pay gap of c15%. The author demonstrates the association between these issues, with the majority of low paid workers being female. He suggests HR and compensation professionals need to give higher priority to gender pay issues, and suggest workable actions they can take to close the gender pay gap, and generate business returns on any additional costs involved.

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What this paper is about

The UK is currently experiencing declining real incomes which are disproportionately affecting the low paid It also faces a stubborn gender pay gap of c15%. The author demonstrates the association between these issues, with the majority of low paid workers being female. He suggests HR and compensation professionals need to give higher priority to gender pay issues, and suggest workable actions they can take to close the gender pay gap, and generate business returns on any additional costs involved.

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Available abstract

The UK is currently experiencing declining real incomes which are disproportionately affecting the low paid It also faces a stubborn gender pay gap of c15%. The author demonstrates the association between these issues, with the majority of low paid workers being female. He suggests HR and compensation professionals need to give higher priority to gender pay issues, and suggest workable actions they can take to close the gender pay gap, and generate business returns on any additional costs involved.

Key concepts: Gender pay gap, Compensation (psychology), Labour economics, Business, Executive compensation, Economics, Gender gap, Demographic economics

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