Transparency in reporting is producing results, with most operators showing year on year improvements towards gender balance. We encourage all employers to publish their data without delay, and use it to drive their action plans. With metrics like the median pay gap (-3% to 46%), percentage of women at the top (5% to 35%) and percentage of women overall (11% to 41%) varying massively between organisations, it’s clear balance is attainable within our industry but it takes sustained determination at all levels of leadership.
The law requiring large employers to report their gender pay gap should be extended to smaller companies, a think tank is urging.
Oil firm CNR International has been revealed as the company with the largest gender pay gap in Scotland.
Being a top female earner for a major integrated oil company is a rarity, but among the smaller explorers and producers it’s even more of an anomaly.
The UK Government Department for Business, Energy and Innovation Strategy (BEIS) has released figures showing and average 12% pay gap across pay and bonuses.
The publishing of gender pay gaps by employers has been expected, although the prospect of sector-based league tables has come as more of a surprise. Now the pressure is on businesses to get their act together and meet this challenge head on.