Friday, 20 July, 2018

Channel 4 gender pay gap three times that of BBC

Channel 4 gender pay gap three times that of BBC Channel 4 gender pay gap three times that of BBC
Nellie Chapman | 20 March, 2018, 17:19

Currently, men make up 66 per cent of this group.

Mahon added: "There is no quick fix, but identifying the complex and multiple reasons behind our gap is the first step towards tackling the fundamental issues at play".

The BBC is seeking to resolve a number of high-profile cases where women have been paid less than men for broadly similar on-screen roles. "Instead, we must reduce the gap by focusing on increasing the proportion of women in higher-paid roles". In the spirit of the government's regulations, we've now included total earnings of partners and staff to give the most rounded picture of our firm's gender and BAME pay gaps'.

Channel 4 released information on pay on Monday, following disclosures by ITN last week.

She said the channel would set out a strategy "with a goal of a 50:50 gender balance in the top 100 earners by 2023". The BBC's is 10.7 per cent.

Reed Smith has published details of its United Kingdom gender pay gap, becoming one of the first firms to include partner figures in its reporting.

Channel 4 gender pay gap three times that of BBC

ITN similarly attributed its pay gap to the fact it has fewer women than men in senior leadership roles.

Channel 4 has revealed women working at the broadcaster earn nearly 30% less than their male colleagues on average, with two thirds of the top 100 best-paid staff being men. The company said this was because there were "fewer women in senior bonus-eligible roles during this time period".

Broadcasters ITV (LON: ITV) and Channel 5 have not yet published their figures.

It will also review pay practices, "harmonise" job titles, and undertake a review of its recruitment and selection practices.

Stephenson Harwood's median gender pay gap for fixed hourly pay as at 5 April 2017 is 39.8%. Deloitte, meanwhile, had its mean gap increase from 18.2% to 43.2%, while the gaps at KPMG and EY increased from 22% to 42% and 19.7% to 38.1% respectively.