The public sector is not able to narrow your gender gap in pay this year, women still receive in 86P average for every pound paid to man.
According to the latest data, the average pay gap was 14.1% in March 2018, which is slightly higher than 14% in the previous year, although still below the national average of 17.9% in both the public and private sectors .
Since last year, the organization with more than 250 employees were required to report their gaps in pay at the end of the fiscal year. The deadline for public sector organizations in the report was Saturday at half the night, while the private companies must provide their government figures on Thursday.
Nearly nine in 10 (88.5%) of public sector organizations reported an average wage gap in favor of men, with more than a third of men are paid 20% more than women.
The average gap difference in hourly earnings between employees in the middle of the range of men's wages and average workers within wage women.
Of the 50 public sector bodies with the biggest differences, 44 were multi-Academy Trust – an organization engaged in the academy school.
Wigston Academy Trust, which runs two schools in Leicestershire, had the largest wage gap in any public sector organization, with women paid 69% less on average than men. Wimborne Academy Trust, which operates 11 schools in the southwest, was second, informing the gap of 68%.
In a statement, the Guardian on Thursday, Wimborne said: "At present, women do most of the support roles in schools and the majority of our women workers are not teachers Thus, the median paid woman in trust with the & # 39 is an assistant teacher..
"Only 13% of employees trust a male, and most of them with a & # 39 are teachers. Therefore, the average person paid in trust to the & # 39 is a teacher. The difference in pay between a teacher and an assistant teacher for the reporting of accounts pay gap ".
Loughborough University said the gap is 36%, the highest of any university. Durham was a 28% gap, the biggest among the Russell Group universities. Warwick said gap and 25% Birmingham one of 20%.
In the report on its website, Loughborough said: "These figures show that there is a higher concentration of women in lower graded roles. In Loughborough, we made a conscious decision not to outsource the cleaning and maintenance, and so we employ our own staff. We use more than 300 people (79.5% of them women) in these positions, many of which with a & # 39 are part-time. "
Tonbridge and Malling borough council was a gender pay gap of 33%, and was one of 17 local authorities, where the gap was more than 20%. The council said: "It would appear that women are more likely to apply to be appointed, and remain in the lower graded posts."
Twelve tips were gaps in favor of women by more than 20%. Three Rivers District Council was the gap to 50%, which means that people have paid 50p for every £ 1 the women were paid. The Council noted that it was because of its low-wage workers were manual workers, all of whom were male. Women make up 52% of its more highly-paid jobs and 5% of the lowest.
All police forces have recorded the gender pay gap in favor of men. Leicestershire Police was 31.5% of the gap, while the Constable of Lancashire was 31.4%. Leicestershire Police said their workforce is "two completely different types of employee": the police, who have a nationally agreed wage structure, as well as employees of the contract.
They added: "[The] workforce skews the overall wage gap, as we have on the & # 39; combine a higher percentage of male police officers with a higher percentage of female staff of police. "
Charles Cotton from the Chartered Institute of Personnel and Development, said: "This is only the second year of reporting, so it would be unlikely that any initiatives which have been launched to make a significant fall in 12 months.
"It's a little disappointing that it did not fall, but has not risen much. I would hope that organizations begin to implement plans that they are depicted up after a number of years, their gaps will start to fall. "
He added that a number of initiatives to close the pay gap may initially lead to it being expanded as more and more women have been brought into the organization as an entry level.
Han speaker, Chief of Staff of the party of equality of women, said: "Women make up about two-thirds of public sector workers, so it's really important that these employers take the pay gap suras & # 39; ozna – they have the potential to be great the impact on the equality of women across the UK.
"The fact that this analysis underscores just how segregation of our workforce is still there, and the extent to which the role of women are more inclined to do so is often underestimated and therefore underpaid."
Christina McAnea, Assistant Secretary General for the Unison, said: "Stigma seems made no difference and pay equality seems as elusive as ever.
"Public employers should suras & # 39; ozna relates to the fight against low wages and assistance in preparing and supporting more of their female staff to apply for high-paying jobs. But as long as we as a society do not start placing more value on the support and caring women working places, as a rule, to make the pay gap will remain stubbornly wide ".