I’m really excited to have launched our Gender Pay Gap reporting tools to the Maritime HR Association this week. What is essentially quite a basic report (looking at mean and median pay and bonuses across different quartiles of the workforce) could have quite significant implications.
There’s no hiding away from it for employers with more than 250 employees whose contracts are governed under UK legislation, but I wonder how many with less employees will choose to look at this anyway? It’s certainly best practice and would help growing businesses mitigate any risk before they reach that threshold.
The Gender Pay Gap has been fairly consistent in with UK for the past 20 years or so (see chart, pictured right), so we can’t expect overnight change.
But we suspect a similar picture, possibly with an even wider gap, within the maritime world. We therefore want to work with our Maritime HR Association members to try and identify and minimise these gaps.
However, the pay gap analysis is just the start of a long journey – we need to consider the entire employee life cycle and strive to appoint, develop and retain women within the maritime world. All whilst paying them fairly and equally to their male equivalents of course. Who’s up for the challenge? I know I am.
I may be starting small by targeting our members with a UK workforce. But I do hope that this will evoke an appetite in the maritime industry overall and grow into best practice globally.
Please get in touch if you want to find out more! Email [email protected]
– Sarah Hutley, Compensation & Benefits Analyst, HR Consulting, Spinnaker Global
