Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap for workers.

The TUC believes that all organisations should publish information about their gender pay gap to support the fair treatment and reward of all workers irrespective of gender, so we are publishing our gender pay gap even though we have fewer than 250 employees.

TUC’s gender pay gap 

Comparison of median pay at the TUC shows that there is a gap of 5.9% between men and women’s pay – this has risen since last year when we had a zero median pay gap. The rise is because of some staffing movements. Comparison of mean pay shows that there is a small gap of 2.3% in favour of men which is a small decrease. These changes are to be expected in a small organisation, where a few changes among staff are more noticeable. But it’s helpful to keep a watchful eye on this data which could point to more significant underlying issues.

The TUC’s pay system covers grades ranging from manual to managerial levels. Grades have been fully job evaluated in accordance with equal pay principles. All jobs are allocated to the relevant grade according to the level of responsibility and skills required in the role. Most grades have three pay points and staff are expected to move through these with service. The TUC does not pay bonus pay. The great majority of our staff (including cleaning, catering and support) are directly employed and we are a Living Wage employer. As far as possible, we use our procurement policy to promote fair employment practices too.

At the TUC, 52% of people in the lower pay quartile are women, as are 57% in our lower middle quartile. Women make up 53% of our upper middle quartile of pay, and 43% of our upper quartile. Again, there have been small changes here since last year with staff turnover.

What we are doing to eradicate our gender pay gap and ensure fairness for all our staff

TUC is committed to fair pay regardless of gender and has taken a number of actions to achieve a low pay gap:

  • Women and men work at all levels of the organisation. Our most senior staff member is a woman - Frances O’Grady, our general secretary - and there are a number of other women in our senior management team. Posts on lower grades – such as our apprentices and our cleaning staff - are fairly evenly divided between women and men.
  • We recognise a number of staff trade unions and negotiate our pay and conditions with them.
  • We support women having children with generous maternity leave and flexible working policies. We also provide financial support for childcare. We encourage men to play a full part in parenting by offering generous paternity leave and shared parental leave. We support women’s career progression through training and development opportunities.
  • We have simple pay structures to help us avoid bias creeping in. For example our pay scales are short and we don’t pay bonuses or performance-related pay. We have undergone an equal pay audit which enabled us to identify and reduce other causes of gender pay inequality.
  • We have a narrower gap between our top and bottom earners than many employers.
  • We avoid bias in recruitment wherever we can – for example, by anonymising applicants’ personal details during shortlisting and ensuring every recruitment panel includes at least one woman.

The TUC will continue to monitor our gender pay gap and make further improvements to ensure we are treating all our staff fairly and reflecting the diversity of trade union members. In particular we are implementing a plan to recruit more Black and minority ethnic employees and ensure that our BME staff get opportunities for promotion and progression.

I, Frances O’Grady, General Secretary, confirm that our calculations are accurate and have been calculated in accordance with ACAS guidance.


France O'Grady