Search

How can we help?

Icon

BBC fails to reach gender parity target

After 3 years of pay scandals, numerous equal pay claims and increases to the salaries of 700 female staff, the BBC has still failed to close its gender pay gap.

The BBC published its annual report on Tuesday this week, revealing that its median gender pay gap stood at 6.2%. Although better than the two previous years (6.7% and 9.3%) and far better than the UK average which stands at 17.3%, the BBC still failed to close the gap entirely; a goal the BBC’s ex-director general had set for 2020.

Despite not reaching gender parity, the BBC has had to make a number of significant changes to get to where it is today. The report revealed that about 700 females at the BBC had received pay increases, including Fiona Bruce, who has seen her salary rise by 75% since last year and Emily Maitlis, who received a 42% annual salary increase. It is important to note however, that many of these pay increases reflect additional work that the women have taken on in the past year.

As well as measures leading to increased salaries for women, a number of men at the organisation have seen their salaries cut.  In an attempt to avoid having their salaries reduced, some male employees have even left the BBC. Gary Lineker saw a pay cut of £400,000 whereas others such as Chris Evans, Eddie Mair and John Humphreys have left the broadcaster.

The new director general Tim Davie has said that the BBC has made progress but must go further, including by increasing the number of women in leadership roles at the BBC. Currently the percentage of women in leadership roles stands at 45%, whereas the 2020 target was 50%.

The BBC still failed to close the gap entirely

Although greater levels of public reporting over recent years have helped to get larger organisations such as the BBC seriously thinking about the inequalities within their businesses, this really needs to be coupled with a cultural and societal shift in order for progress to be meaningful and long-lasting, particularly in organisations whose statistics are nowhere close to those of the BBC.

That is not to say that employers have no impact. In fact, many are in a very powerful position, with the leverage to help prompt seismic change. But it cannot just be a numbers game. Organisations need to think much more holistically: how they deal with discrimination, embracing flexible working, challenging old working patterns, and training in areas such as unconscious bias and management.

If your organisation needs assistance with discrimination or unconscious bias training, gender pay gap reporting or equal pay issues, please do not hesitate to get in touch with the employment team at Clarkslegal.

About this article

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

About this article

Read, listen and watch our latest insights

art
  • 01 June 2023
  • Employment

Facts employees should know about their personal data

We previously published an article on facts an employer should know about holding personal data, so it is only fair that we also write about the other side of the coin – facts employees should know as individuals whose personal data is held by their employer.

art
  • 01 June 2023
  • Immigration

What is the Immigration Skills Charge (ISC) and how much do you have to pay?

The Immigration Skills Charge (ISC) is a levy on companies who sponsor migrant workers. This levy was imposed on 6 April 2017. The Government states that the charge has been levied to contribute towards addressing the skills gap in the local economy.

art
  • 26 May 2023
  • Employment

Avoiding discrimination in flexible working requests

The right to request flexible working is currently available to employees with at least 26 weeks’ service and is set to be extended further under new Government reforms.

art
  • 25 May 2023
  • Corporate and M&A

Management Buyout – Top 5 things to consider

A management buyout is a financial transaction in which a member of the management team purchases the company from its registered owner. MBO’s usually occur in private companies in an effort to enhance profitability and simplify strategies.

art
  • 25 May 2023
  • Employment

Carer’s Leave Bill set to become law

On 19 May 2023, the Carer’s Leave Bill had its third reading in the House of Lords, and upon receiving Royal Assent, will become law. There is not yet a date for the implementation of this bill, however it is likely that this will happen relatively quickly upon receiving Royal Assent, so is definitely one to keep an eye on.

art
  • 18 May 2023
  • Immigration

Navigating SOC Codes

When it comes to UK immigration, understanding the intricacies of the system is vital. One significant aspect of the process revolves around Standard Occupational Classification (SOC) codes. SOC codes play a crucial role in determining the eligibility for an individual to apply for a work visa, assessing skill levels, and matching individuals to appropriate job roles.