Gender Equal Pay? Eventually

This has been the month for reporting on the gender pay gap and the results have been a tad dispiriting. I get sent all sorts of promotional things with a request to use on the blog and most I refuse, but I thought you might be interested in some of the information I received this week. The sports information I’ve included because it looked at how much each gender gets paid per minute, which is a different take.

Update on Women’s Courses

First though, a quick update on RenewYou, women’s personal development course, which I mentioned in the last post. I’m happy to say we are completely full and I have even squeezed in one extra. The day filled up in record time which is lovely for me but not so good if you were hoping to come and join me around the kitchen table. Such was the response that I am going to run a second in May and you can find out more about that here.

My kitchen uncharacteristically tidy. Table extends!

I also mentioned a brand new course which is so new that I can’t give you a link as it doesn’t yet have a name. This is (roughly) what I said about it:

A day to simply reflect, de-stress, and relax, that women will enjoy, find beneficial and life enhancing. It won’t be particularly career focussed, although if that’s important to you you can use it to reflect on work. It will be very small, an absolute maximum of 6 women and it will be in my home near Bath. We may be sitting around the kitchen table, (how many good things in life have happened around a kitchen table?) or in the garden weather permitting. (That’ll make me get on top of the weeds!) We might even end up chilling in the hot tub if you want to. I don’t want it to be in an impersonal hotel, however lovely it is. I want to look after you, cook for you, help you relax, and give you some creative exercises that will (forgive me I’m going a bit tree huggy here) feed your soul. I want to send you home refreshed, feeling far less stressed, and with plenty of food for thought. No pressure, just time out for you.

I haven’t given it a name yet but it’s almost fully formed in my head. If you have any thoughts please share them. I am planning a day to trial this which will cost significantly less than the fully formed experience, only about £160 per person. If you’re interested please get in touch, no obligation, and it would be great if you could share this with friends and colleagues. Come with a friend as a treat! It is likely to be sometime after the Easter break, late April, with a formal launch towards the end of September/early October. I’m really looking forward to hearing from you. Thank you. I’ve already had a lot of interest and one definite booking (brave soul, but then she has done two of my courses already). If you’re interested please get in touch by email. I am genuinely interested in what you think.  You can see the original post here.

Sport and Equal Pay

The findings come from Pay-As-You-Go energy provider Boost, revealing a significant gender pay gap across some professional sports. Boost divided salaries of the top sports men and women by the amount of time they had spent in competitive action in their most recently completed season or at a recent event – calculating their earnings for every minute played.

Morgan, reportedly the top-paid female footballer worldwide, was found to earn just £431.48 per minute – compared to top-paid male player Messi’s £15,048.42. Neymar’s figure of £22,364.69 is considerably larger than leading female stars Marta (£225.35) and Amandine Henry (£213.11).

The average Premier League salary would earn £772.66 per minute if they were to play every minute of the Premier League season. The average Women’s Super League salary would equate to just 2.1% of this (£16.72).

Of course, if money is not spent on women’s sports they are not going to get the same opportunities to progress or attract the same funding. I still huff and haw at almost every newspaper you care to name, which carries pages and pages of male sports with very little attention paid to female dominated sports. Try it, just count the photos.

The study also looked at the pay gaps of other sports:


  • The Average NBA player (£1,396.81) is paid 40 times more per minute than the average WNBA player (£35.23)
  • Stephen Curry (£12,190.69), the top paid NBA player of 2017, earned 179 times more per minute than the top paid WNBA player Candace Parke (£68.19)

In tennis, women edge ahead in terms of earnings per minute. In these sports, pay is equalised across genders, but women’s matches are generally shorter, although my understanding is that the women would play longer if able to:


  • At this year’s Wimbledon Championships, female winner Angelique Kerber (£4,311.14) earned 81% more per minute than male winner Novak Djokovic (£2,374.54)
  • Women represent four of the top five best paid tennis players per minute across this season’s majors:

1st Angelique Kerber – £1,823.43 per minute

2nd Simona Halep – £1,779.93

3rd Caroline Wozniacki – £1,768.56

4th Novak Djokovic – £1,650.61

5th Sloane Stephens – £1,408.16

Justin Cockerill, MD at Boost, commented on the findings:

“Men and women put just as much dedication and heart into their sport but that is still not reflected in the amount they are paid for their work.

“Our research takes a new approach to viewing the significant pay gap still apparent in a number of sports, and we support female sports stars whose efforts in their field are not yet rewarded financially.”

If you’re interested in reading more on this Boost includes a number of the top sports men and women in their research, and their full analysis use can be found on their blog

The second thing to pique my attention was this:

New data from has revealed the level of gender-bias throughout the UK’s job market and its industries through gender-coded language present in job adverts.

According to a study by Gaucher, Friesen and Kay*, gendered wording in job adverts has the effect of steering applicants to apply according to their sex; male-coded words such as ‘lead’ and ‘dominant’ encourage a higher number of male applicants to female applicants, whereas female-coded words such as ‘sensitive’ and ‘affectionate’ attract more female talent.

Adzuna searched for a selection of 170 traditionally masculine and feminine words cited in the Gaucher, Friesen and Kay study within 1.2million job adverts every year from 2018 to 2014. The study discovered each job advert in the UK uses on average 17% more male than female-biased words. This bias is widespread across multiple sectors, with 60% of all UK industries exhibiting significant male-bias within their job ads.

The UK’s most biased industries according to gendered job ad language

Consultancy, Property, Sales, Maintenance and Travel industries proved to be the most actively discouraging towards female applicants with each industry using 50% or more male than female-biased words in their job ads. While the Sales industry has seen some progress, falling from 84% (2014) to 50% (2018), job ads within Consultancy, Property, Maintenance and Travel industries have seen an increase in the use of male-coded words. These industries now use 72%, 54%, 51% and 46% respectively more male than female-biased language.

The industries with the most female-biased language in job adverts in 2018 are Domestic Help & Cleaning (60%), Teaching (38%), Social Work (30%), Charity & Voluntary (27%) and Healthcare & Nursing (12%).

The UK’s most neutral industries according to gendered job ad language

The Admin industry hasn’t varied more than 8% (2014) away from gendered wording over the past 5 years. In 2015, job ads in the Admin industry were completely gender free. However, the most neutral industry in 2018 was Retail, which used 5% more female-coded words than male-coded words. This is a quick turnaround, as in 2015, the Retail industry was using 50% more male than female-coded words.

Time has encouraged progress

Since 2014, job ads in the UK have seen the usage of masculine-coded words drop by 10%, from 27% to 17% more male-to-female words. The decline has been consistent since 2015, with it falling by 13% in the last four years.

This trend is echoed across all job industries within the UK, with 78% moving towards neutral wording over the last five years, and only 19% of industries in the UK becoming more male-biased in their wording.

Andrew Hunter, co-founder of Adzuna, commented:

“With studies showing the use of such ‘masculine’ words in job ads directly discourage female applicants and our data revealing 60% of job ads are sexist towards women by using male-biased language, UK industries need to be more conscious about language during their recruitment process.

“Gendered wording in job adverts can have the effect of supporting the gender imbalance within industries that are already perceived as being male-dominated. While it is encouraging to see a general trend towards neutral language over the past few years, several industries need to make more of an active effort to combat gender-bias within their ads in order to subliminally encourage female talent.

“Unconscious bias may lead to accidental discrimination, but there is no excuse in 2019. It’s time for employers to go back to the drawing board and redesign their recruitment basics in order to keep up with the times. We’re already seeing movement being made towards gender equality when it comes to pay; why should attracting talent be any different?”

And finally, this week the BBC reported on the Gender Pay Gap thus:

Courtesy of BBC

Four in 10 private companies that have published their latest gender pay gap are reporting wider gaps than they did last year, according to BBC analysis. The BBC looked at a company’s median pay gap – that is the difference in pay between the middle-ranking woman and the middle-ranking man. This is different to unequal pay – paying women less than men for the same work – which is illegal.

  • Big firms with a wider pay gap include Kwik Fit, Npower and Virgin Atlantic.
  • Only about 10% of employers have reported their latest figures so far, ahead of the 4 April deadline for the private sector.
  • Of those 1,146 companies the median gender pay gap reported is 8.4% – a slight improvement from 9.7% last year.

The Government Equalities Dept said:

“Closing the gender pay gap is not a quick fix, and employers may take time to see their gap close as they implement long term action plans,”

In the next post I will be giving you an update on the Women Writer’s Book Club and details of our next book.

Changing People licences experienced trainers and organisations to deliver its International RenewYou programme for women.

Read more about it here.


Posted on February 21st, 2019 by

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