Gender pay gap begins on graduation

We must do more to ch wholeenge the assumption that women should or will ‘normally’ get paid less.

A line of business has revealed that in that location is still a significant sexuality redress hoo-ha between male and female recent graduates in the UK.

Dispelling the fiction that the gender pay gap only arises later in women’s c atomic number 18rs due to having children, the study shows that women who confine just trustworthy their degree be more potential to start on a much lower salary than their male counterparts.

The study, by the Warwick Institute of Employment Research, found that the biggest gaps came in law, where women can prognosticate a starting salary of £20,000 whereas men are likely to be taking home £28,000.

And the study found that the gender pay gap persists for graduates across  around all fields except the non-profit sector.

As is the case with the UK gender pay gap in general, the gap for graduates is higher in the privy sector, and highest in the banking and finance industry.

Responding to the statistics, TUC general secretary Frances O’Grady said, “We [already]  live on that women pay a huge motherhood penalty, but this info suggests earnings disparities may be starting earlier.

“More women are going to university and are better educated than ever in the beginning but are not getting the same strengthener when they leave as male graduates.”

The standard response to the gender pay gap is to accuse women of needing the confidence to carry on for better salaries.

This may often be the case, but over again it is toxic gender stereotyping that often leads to this.

Women are still all as well as often discouraged from behaving assertively, especially in the workplace, and lack the female role models at decision maker train to guard and inspire them.

There are currently only two female chief executives in the FTSE 100.

And with Sheryl Sandberg, chief operating officer and executive get on with member of Facebook, publicly supporting employers – illegally – interrogating women intimately their plans for a family, is it any wonder women are more likely to keep their heads down and simply be grateful to have a job?

Change clearly can detect, and quickly – the 2012 Davies fib into female board representation advocated that the top 350 FTSE companies aim for boards that were at least 25 per cent female, and saw a monumental subsequent rise in the number of non-executive female board members.

However, the number of female board members at executive level has stalled, and 83 per cent of European company board directors are currently male.

While this is a 6 per cent increase on the year before, it is hardly equal representation.

Change also needs to happen long before women graduate from university, because, as these statistics show, it is already too late by then.

The way in which girls are brocaded and educated needs to be critically examined to prevent women organismness socialised into a fear of ‘rocking the boat’ or being seen as ‘difficult’ if they demand a better salary.

As the electrify’s Heather Peacock pointed out recently,“we can do more at school level to prove to women they are just as capable as men and should scrap the assumption that they will ‘normally’ get paid less.”

 

Materials taken from Womens Views on News