Why has the gender pay gap grown over the last two years?

Despite calls for parity in pay for men and women, it seems this remains an ambition rather than a reality. New data from the Office for National Statistics (ONS) confirmed that the difference between what men and women are paid has grown over the last year.

In April 2021, the gap was 7.7 per cent but over the last year, this grew to 8.3 per cent. The ONS suggests that some of this increase can be accounted for by the impact of Covid-19 on the labour market. They recommend examining the longer-term trend rather than comparing these two years. This shows the gap in pay is narrowing – but at a sluggish rate, which is hardly anything to be celebrating in 2022.

As with all data of this size, the headline can hide what is happening to specific groups of women. Age is a useful example. Here, those aged between 40 and 49 experienced a pay difference of 10.9 per cent. We can compare this to women aged under 40 where the gap is much lower, at 3.2 per cent.

We can only speculate as to what accounts for this stark difference. Could it be that as women’s careers progress, the pay gap widens rather than narrows? It certainly seems to confirm that the well-established gender glass ceiling is as intact as ever, with women being denied senior roles that command higher remuneration and which are disproportionately given to their male peers in like-for-like jobs and professions.

The highest-earning men command salaries that are 15.5 per cent higher than their female peers. This gap narrows to 3 per cent for those earning the least.

There are also notable regional differences, with the ONS reporting that the pay gap in London last year was similar to that reported in 1997. So, rather than the capital leading the way on gender, it is lagging further behind every other English region.

Although the data doesn’t provide more information, the ONS speculates that one reason for London’s gap is that when women change jobs, they are more likely to accept a lower-paid job in favour of a shorter commute. This makes sense given all the extra responsibilities that most women continue to have in caring for children or relatives, housework and other activities that are less likely to be carried out by men. This pressure on women’s time means they value a shorter commute – but this is at the expense of higher remuneration.

The gender pay gap is amplified when ethnicity is considered. It is shocking that Black African women earn a whopping 26 per cent less than men, and for Pakistani women, this grows to 31 per cent. As it stands, reporting ethnicity and pay is voluntary rather than mandatory. This needs to change to improve data collection and provide a more detailed understanding of which sectors are prone to pay differentials. The problem can’t begin to be addressed until adequate data is made available. We can speculate that perhaps this lack of information suits some politicians and employers.

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Looking at the industries where women are most likely to be employed, one clearly stands out – health and social care. Nursing continues to be dominated by women. Not only are most nurses earning modest salaries, there is also little hope of this changing even with the current threat of industrial action.

The trade unions representing nurses are known by the government not to be as militant as those in other sectors. Even if nurses endorse strikes, they will continue to provide basic care and attend to those with critical needs. The difference industrial action makes would be difficult to see, and the government knows this.

Nursing neatly exemplifies the overall gap in pay between the sexes. Society signals the value it places on occupations through pay above all else, and care continues to be the least valued – yet the most critical. Carers are principled and selfless, placing the needs of others ahead of their own. We collectively admire what they do, but are passive about ensuring they are remunerated accordingly.

Until this widespread hypocrisy changes, there is little hope of significantly narrowing, never mind closing, the chasm in what we pay women compared to men.

Ian Hamilton is a senior lecturer in addiction and mental health at the University of York