Changing gender roles in dating

“Change does take time but I believe there is evidence that a more balanced picture with many more women in senior roles is emerging.” She added: “Flexible working is still not as widely available as it needs to be, together with pay structures which do not disadvantage part time workers – women or men.The more successful businesses are already embracing these changes and showing the results directly on their bottom line.” Alison Wilde is a director of business mentoring firm Birdsoup, which is helping to deliver the We Can mentoring scheme for young businesswomen in Norfolk.It said it would “work hard to redress any imbalances”.

Almost all of the East Anglian companies required to report revealed a pay gap favouring men, with construction group Breheny, audio visual firm Midwich and insurance giant Aviva revealing some of the biggest gaps. At Norwich-based media group Archant, which had a median pay gap of 6.4%, women earned 8.5% more than men in bonuses, and at sports vehicle manufacturer Ransomes Jacobsen in Ipswich the median pay gap put women’s pay 7% higher than men’s.

• You can explore data on the gender pay gaps of East Anglia’s biggest companies at and How does gender pay gap reporting work?

Groundscare equipment manufacturer Ransomes Jacobsen in Ipswich had a median gap of -7%, meaning women’s average pay was higher than men’s.

Jack Sealy, which supplies air and power tools, also had a negative gap – its mean average showed women were paid 2% more, though its median favoured men by 3.9%.

“It is very easy to ignore an issue when it is not reported and now boards are being given figures that do no make for easy reading, bearing in mind they will have to be published publicly.

You are going to have to hold the mirror up and everyone is going to be looking at you.” Ms Wheeler said that while there are some jobs and sectors which naturally attract more male or female candidates, it would be disappointing if employers used this as an excuse to not react to the numbers.Garden centre group Notcutts also had a higher mean of 18.5% (its median was 0.1%).It said since the figures were taken both its board and executive team had achieved female representation of 40%.Jeanette Wheeler, partner and employment lawyer at Birketts, says employers will need a “period of introspection” to assess the reasons for their gender pay gaps – while the necessity for them to report annually will help keep the pressure on.“Gender pay is shining a spotlight on where women are in the workforce – are they are being given the same opportunities, is there a problem with them reaching the higher status, higher paid jobs,” she said. It has forced many employers to do the maths they had not hitherto done.“The hardest part will be changing the way people think and approach things.

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