Bonuses: do we still not recognise equal pay for equal work?

There's a gender gap in top company bonuses.

Women in senior management are being paid bonuses that are only half those of men in identical positions, a survey by the Chartered Management Institute has found. You’ll find very few people in the UK today who would argue that all other things being equal, men deserve higher pay than women — a little top-up in recognition of their maleness — and yet the gender pay gap just won’t close. 

The gap between men and women’s pay cheques isn’t limited to bonuses, of course — across all sectors women are paid an average of 10 per cent less than men. 44.4 per cent of male graduates earn over £24,000, compared to only 30 per cent of women.

There’s a tendency to try and explain away these unfortunate statistics in terms of women opting-out of high-paid roles or choosing to work part-time once they’ve had children (although the 10 per cent pay gap refers to full time workers). Some people have tried to explain away the bonus gap by suggesting that men are more likely than women to be senior management in fields like finance, where bonuses across the board are far higher. 

While this might account for part of the gap, it can’t explain away the whole £141,500 in extra bonus payments a man can expect over his lifetime. This still points to the failing of UK business and industry to promote equality at every level of the work place, and the CMI’s findings are symbolic of a whole workplace culture that still can’t treat women as equal to men, and that frankly isn’t interested supporting women in work. 

The fact that we’re still no nearer to the modest target of ensuring that 25 per cent of FTSE 100 board members are women shows just how uninterested big companies are in changing the status quo.

One interesting aspect of the CMI’s findings is that the gender gap in bonuses widens at more senior levels. At entry level, women earn £989 more than men, but by middle-management they receive £1,760 less than men and at director level the gap widens to £15,561. 

It's not obvious what this means — will the newest generation of female entry-level employees cling on to pay parity more successfully than their predecessors? Are women’s bonuses suffering because they are having children and are less likely to put in the extra hours expected of senior management? Are senior management levels less women-friendly because we know there are fewer women at the top? 

Unless you’re happy with the conclusion that women do not deserve equal pay to men, we need to start answering these questions and holding blasé companies to account.

This piece first appeared on Spear's Magazine

Marissa Mayer. Photograph: Getty Images

Sophie McBain is a freelance writer based in Cairo. She was previously an assistant editor at the New Statesman.

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How the Lib Dems learned to love all-women shortlists

Yes, the sitting Lib Dem MPs are mostly white, middle-aged middle class men. But the party's not taking any chances. 

I can’t tell you who’ll be the Lib Dem candidate in Southport on 8 June, but I do know one thing about them. As they’re replacing a sitting Lib Dem (John Pugh is retiring) - they’ll be female.

The same is true in many of our top 20 target seats, including places like Lewes (Kelly-Marie Blundell), Yeovil (Daisy Benson), Thornbury and Yate (Clare Young), and Sutton and Cheam (Amna Ahmad). There was air punching in Lib Dem offices all over the country on Tuesday when it was announced Jo Swinson was standing again in East Dunbartonshire.

And while every current Lib Dem constituency MP will get showered with love and attention in the campaign, one will get rather more attention than most - it’s no coincidence that Tim Farron’s first stop of the campaign was in Richmond Park, standing side by side with Sarah Olney.

How so?

Because the party membership took a long look at itself after the 2015 election - and a rather longer look at the eight white, middle-aged middle class men (sorry chaps) who now formed the Parliamentary party and said - "we’ve really got to sort this out".

And so after decades of prevarication, we put a policy in place to deliberately increase the diversity of candidates.

Quietly, over the last two years, the Liberal Democrats have been putting candidates into place in key target constituencies . There were more than 300 in total before this week’s general election call, and many of them have been there for a year or more. And they’ve been selected under new procedures adopted at Lib Dem Spring Conference in 2016, designed to deliberately promote the diversity of candidates in winnable seats

This includes mandating all-women shortlists when selecting candidates who are replacing sitting MPs, similar rules in our strongest electoral regions. In our top 10 per cent of constituencies, there is a requirement that at least two candidates are shortlisted from underrepresented groups on every list. We became the first party to reserve spaces on the shortlists of winnable seats for underrepresented candidates including women, BAME, LGBT+ and disabled candidates

It’s not going to be perfect - the hugely welcome return of Lib Dem grandees like Vince Cable, Ed Davey and Julian Huppert to their old stomping grounds will strengthen the party but not our gender imbalance. But excluding those former MPs coming back to the fray, every top 20 target constituency bar one has to date selected a female candidate.

Equality (together with liberty and community) is one of the three key values framed in the preamble to the Lib Dem constitution. It’s a relief that after this election, the Liberal Democratic party in the Commons will reflect that aspiration rather better than it has done in the past.

Richard Morris blogs at A View From Ham Common, which was named Best New Blog at the 2011 Lib Dem Conference

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