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.
Comparison of median pay at the TUC shows that there is a gap of 0% between men and women’s pay at April 2019. Comparison of mean pay shows that there is a small gap of 1.7% in favour of men. Over the last three years of reporting, there have been some small changes which are to be expected in a small organisation, where a staff movements 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, 47% of people in the lower pay quartile are women, as are 59% in our lower middle quartile. Women make up 57% of our upper middle quartile of pay, and 44% of our upper quartile. There have been small changes over the last three years with staff turnover.
TUC is committed to fair pay regardless of gender and has taken a number of actions to achieve a low pay gap:
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.