Sectors with best and worse pay gaps


1. Financial and insurance activities: 25.9% mean; 22.1% median

2. Construction: 21.6% mean; 22.1% median

3. Mining and quarrying: 21.1% mean; 19.6% median

4. Arts, entertainment and recreation: 19.6% mean; 3.7% median

5. Information and communication: 19.4% mean; 18% median


1. Water supply, sewerage, waste management and remediation activities: 5.5% mean; 6.9% median

2. Public administration and defence; compulsory social security: 8.2% mean; 7.6% median

3. Accommodation and food services: 8.4% mean; 1% median

4. Human health and social work activities: 9.8% mean; 1.7% median

5. Transportation and storage: 10.3% mean; 6.7% median

Statistics courtesy of StaffMetrix. For more detail, see its Gender Pay Gap site.

Gender pay gap in favour of women

Not all companies have a gender pay gap that favours men. About 13% of companies pay women more on average than men. Discussing this with my brother he said it is unfair that the companies that are paying on average women more than men, were being overshadowed by the companies where that is the other way around. The big reason for, this is there are more companies that on average pay men more than women.

However, for balance I started googling which companies do on average pay women more than men. It was really hard to find them! The biggest I found were channel 5 and Unilever. The others I found was a woman cleaning company in Leeds and University of Sheffield Union.

Have you come across any others?

John Lewis pay gap report and some examples of what impacts the pay gap

John Lewis has publically published a report regarding their pay gap. The figures staring men are paid higher than women, is not the full story but, the release of these figures isa useful starting point for discussions. A few of examples in this report that contribute to the gap.

  • More men than women at senior levels; although a woman is at the very top of John Lewis. The report states the gap, could be quickly closed if they employed more men at junior levels, but that would be missing the point. Instead it is about supporting women to become more senior if that is what they want. One thing m, I feel is that women do not necessarily want the seniority as it does not fit in with what they want for family life. I have heard women say they favour flexibility over more pay. But, are women so overly grateful for flexity that they do not value themselves enough? I have seen working for a part time wage juggle fulltime hours by working after putting their children to bed.
  • Variations in market rates of pay across functions can lead to discrepancy if different genders not equally represented. For example JL more men than women in IT.
  • As work attracts a premium if more men than women work at night, this can lead to a discrepancy. In the report it states 75% of John Lewis night workers are male. Again women may be choosing not to work nights.

Do you work in the UK company that employees 250 people or more?

If so, how about seeing whether a gender pay gap exists?

It only takes 30 seconds.

Follow this link and type in company.

Gender pay gap figures disclosed by the UK’s biggest companies have shown that the vast majority of them pay men more than women.

However, about 13% pay women more on average than men. Some 7% said they have no pay gap at all.