10 Mar

On the 8th of march, it was international women’s day 2022. In light of the day, the UK government (Minister for women, Baroness Stedman Scott) launched 2 pay transparency pilots. 

These initiatives are to advance women’s employment opportunities through improving transparency within the job application process surrounding salary/pay, in addition to aiding businesses in improving their gender demographics; this will encourage women to make up a larger proportion of positions.  

Closing the salary gap 

Within this initiative, a salary range will be shown on job advertisements and applicants will not have to disclose their salary history- this should not be asked about during recruitment. This combined will help women to negotiate their salary expectations without their gender affecting the range they are offered or their history influencing an employer’s decision on how much their ability is worth.  

Getting women back into STEM  

STEM refers to science, technology, engineering and math. Careers in such fields are male dominated which arguably stems from institutionalised sexism. Historically, in education boys and girls are pushed towards specific subject choices- where boys are in the direction of subjects like science, technology, engineering and maths. This essentially places and invisible/ psychological barrier in front of women, preventing them from even having the thought of perusing careers in these realms of the working world.  It teaches society form a young age that specific fields of work are gendered. This makes it hard to pursue STEM careers as it is ingrained into society that these are stereotypically masculine occupations. This initiative seeks to help women with exactly this, so they can reject outdated norms and values surrounding gender bound rules.   

How employers can support the pilots: 

  • Be sure to disclose the salary range on job advertisements 
  • If you are recruiting, do not ask about previous salary/wage 
  • Do not ask questions surrounding family planning. In recruitment this is important as it is sexist to not give the job to the best candidate based on plans to have children. Similarly, you should give promotions to the best candidate, without unconscious bias due to pregnancy plans. 
  • Allow salary negotiation within reason 


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