The bigger picture behind the gender pay gap issue

http://www.theguardian.com/society/2015/jul/15/the-bigger-picture-behind-the-gender-pay-gap-issue

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Phillip Inman is absolutely right to say that pay equality needs a shift in attitudes. While I welcome the government’s proposals for gender pay reporting and greater transparency of earnings within companies/organisations, this measure alone will do nothing to address the social issues that lie behind women’s lower pay (Analysis, 15 July). Your piece highlighted the fact that fewer than half of female qualified architects become shareholder-directors or equity partners. Do these firms feel satisfied that they lose so much trained talent? Does it not occur to them that this is a waste of the money they have spent over the years recruiting and upskilling staff. Or are they so wrapped up in their boysy internal politics they don’t care or notice? If the government really wants to make a difference to the continuing unfair treatment of women and the ever-growing loss to the economy brought about by the waste of talented women’s contribution to the market, then they need to get a grip. Better-quality part-time jobs, cheaper childcare, retraining programmes for women who’ve lost their skills through maternity breaks. All this would be a start.

Finally, Nicky Morgan needs to put her education hat on and address ways in which schools contribute to occupational segregation. The fact that schools are rewarded based upon sixth-form numbers and pupil qualifications achieved militates against encouraging those young people for whom it is appropriate to take up opportunities for apprenticeships. This together with the pathetic lack of careers advice leaves too many girls and young women with no incentives to raise their sights or their ambitions.Margaret ProsserLabour, House of Lords

• We welcome David Cameron’s announcement that new legislation will require every company with 250 employees or more to publish the gap between average female earnings and average male earnings (Report, 14 July). But businesses should report on more than just average pay rates. Given that the gender pay gap is widest at the top, it’s vital that companies track pay across different job levels. And, of course, the pay gap isn’t the only problem facing women at work, as the lack of women in senior roles is still a huge problem.

Transparency is the most powerful driver we have for achieving change, and this legislation will be good news for business. The new measures will help unblock the talent pipeline. Clearer employee data, improved recruitment and a reinvigorated focus on business culture will pay dividends for all employees. The evidence is clear: diverse teams make better decisions and deliver better results for businesses.Petra WiltonChartered Management Institute