3 big tips on the gender pay gap and how to reduce it: 2023

3 Big Tips on the Gender Pay Gap and How to Reduce It: 2023


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If you’re a woman in the UK, you’ve likely heard of the gender pay gap. But what is it really? How does it affect women? And, most importantly, what can we do to reduce it? In this article, we’ll explore the key facts and figures, as well as some practical steps women can take to help close the gap.

 

What is the Gender Pay Gap?

The gender pay gap is a measure of the difference between men and women’s average hourly earnings. According to Wikipedia, the gender pay gap is “the difference between male and female median or average (depending on the source) earnings across all industries, after accounting for different hours worked, occupations chosen, education, and job experience.”


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Simply put, the gender pay gap is a measure of the pay difference between men and women in the same job, and it’s caused by a variety of factors, including discrimination and the fact that women are more likely to take on lower-paying jobs and have fewer opportunities for career advancement. In the UK, the gender pay gap currently stands at 8.9%, according to the UK government Gender Pay Gap Statistics 2019.

The gender pay gap is not only a financial issue, but it is also a social and cultural one. The gap is largely driven by the fact that women are more likely to take up lower-paid roles, such as cleaning and care work.

Additionally, women are also more likely to work part-time, or take time out of the workforce to care for children or other family members. This means that they are disadvantaged when it comes to promotion and career development opportunities.

 

The Impact of the Gender Pay Gap on Women

The gender pay gap has a significant impact on women’s financial security, with women in the UK earning an average of £6,000 less per year than men. This figure rises to £9,000 for full-time workers and £18,000 for those in senior roles. As a result, women are more likely to face financial hardship, with one in four women in the UK living in poverty.

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Women are also more likely to take on unpaid care work and are less likely to have access to workplace pensions.

The gender pay gap also has an impact on women’s career prospects. Women are more likely to be overlooked for promotions and are less likely to be offered the same opportunities as their male counterparts. This can lead to a lack of confidence and a feeling of being undervalued in the workplace.

 

What Can We Do to Reduce the Gender Pay Gap?

  1. The gender pay gap is a complex issue, but there are some steps that both individuals and employers can take to help reduce it. On an individual level, women can take steps to secure better pay and career opportunities, such as negotiating for a salary increase, building their network, and gaining additional qualifications.
  2. Employers, meanwhile, can take steps to ensure that their recruitment and promotion processes are fair and transparent, and that they’re actively encouraging women to apply for roles.
  3. On a larger scale, the UK government is taking steps to reduce the gender pay gap, such as introducing mandatory gender pay gap reporting and introducing measures to tackle the gender pay gap in the public sector. It is also investing in initiatives such as the Women Opportunities Programme, which aims to help women return to work after a career break.

 

Exploring the Gender Pay Gap in the Beauty Industry

The gender pay gap is one of the most long-standing and persistent issues in the workplace. It has been an ongoing problem for decades, and unfortunately, it is still with us today. But what does this mean for women in the beauty industry? How does the gender pay gap affect female workers in this sector today? In this blog post, we will explore this issue in detail and discuss what can be done to close the gap.

Closing the gender pay gap in the beauty industry

The Gender Pay Gap in the Beauty Industry

The beauty industry is a multi-billion-pound global industry, and it is dominated by women. According to a 2018 report from the Beauty Trade Association, women make up 87% of the UK beauty workforce.

However, despite the majority of employees being female, the gender pay gap in the beauty industry is still significant. According to a 2020 report from the Fawcett Society, the median hourly wage for female beauty workers is 15% lower than that of their male counterparts.

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The pay gap in the beauty industry is largely attributed to the fact that women are more likely to take on lower-paid roles such as receptionists, hairdressers and beauty therapists. Women also tend to be paid less for the same job as their male counterparts. This is due to factors such as gender stereotypes, lack of career progression opportunities and gender-based discrimination.

What Can Be Done to Close the Gap?

Closing the pay gap in the beauty industry is a complex issue, but it is not impossible. There are a number of measures that can be taken to reduce the pay gap and create a more equal workplace. These include:

  • Improving access to flexible working arrangements, such as part-time work and job sharing.
  • Reducing the gender pay gap by ensuring that men and women are paid the same for the same job.
  • Providing equal opportunities for career development and promotion.
  • Increasing awareness of the gender pay gap and the impact it has on women in the beauty industry.

The gender pay gap is a long-standing and persistent issue in the workplace, and it is particularly pronounced in the beauty industry. Women are more likely to take up lower-paid roles in the sector and are often paid less than their male counterparts.

To address this issue, employers in the beauty industry must take steps to reduce the gender pay gap and create a more equal workplace. By taking these steps, we can ensure that women in the beauty industry are paid fairly and given equal opportunities for career progression and development.

Take action today: If you are employed in the beauty industry, speak to your employer about your wages and see if you can negotiate a fairer salary. Additionally, you can also join a trade union and work together with other women in the sector to fight for better pay and working conditions.

 

Closing Thoughts

The gender pay gap is a complex issue, but there are steps we can all take to reduce it. By taking steps to secure better pay and career opportunities, individuals can help close the gap, while employers can ensure that their recruitment and promotion processes are fair and transparent.

The UK government is also taking steps to reduce the gender pay gap, such as introducing mandatory gender pay gap reporting and investing in initiatives such as the Women Returners Programme. Together, we can make a real difference and help close the gender pay gap.

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Takeaway: We can all take steps to reduce the gender pay gap. Individuals can secure better pay and career opportunities, while employers can ensure their recruitment and promotion processes are fair and transparent. The UK government is also taking steps to reduce the gender pay gap, such as introducing mandatory gender pay gap reporting and investing in initiatives such as the Women Returners Programme.

“Far too many women are hesitant, and remain trapped in jobs for which they are over-qualified or paid beneath their worth. Although there is more to life than money, we need to make sure that everyone is paid a fair living wage and gets the maximum enjoyment from the work they do, and most importantly that women are treated the same as men.

Sometimes in the beauty industry there is an assumption that as fewer men are employed in various roles when they do do those roles they must be more skilled or somehow superior to survive in such an environment, this is to do with societal attitudes and needs to change” – The Beauty Tips Team.

Step 1: END OF SALARY HISTORY

For salary history questions, job applicants are asked to provide information about their salary in their previous positions. It’s an employment practice that transcends gender, race and disability inequalities – rather than offering a salary based on one’s skills and experience, it’s based on perceived value and negotiation skills. Women, especially women of colour and women with disabilities, are more likely to be paid less – so they are already disadvantaged by this practice.

Step 2: FLEXIBLE WORK, BY DEFAULT  

By offering flexible working – such as flexible hours, home work or reduced working hours – in your workplace, you can support all your employees to balance the pressures of work and home life. By default, women, who often have to take on the majority of unpaid care work in addition to work, children or relatives would see the greatest benefit from flexible working.

Step 3: ENSURE MEN ARE TREATED EQUALLY

In recent years more men have entered the beauty industry but societal attitudes seem to gravitate towards viewing these men as exceptional because by and large they are the exception. Everyone in the beauty industry should be treated on their individual merits and skills and not because of their ‘uniqueness’, or rarity value.  Beauticians and holistic health practitioners are not ornaments for a salon or business owner but have a skill-set that should be fully utilised, and appreciated. 

“…unless women and men both say this is unacceptable, things will not change. Men have to demand that their wives, daughters, mothers, and sisters earn more. Equality will be achieved when men and women are granted equal pay and equal respect.” – Beyonce Knowles


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