Through our data visualizations, we investigate employer practices that may be contributing to the overall gender wage gap in the United Kingdom. Scroll to see some of the questions we looked into and our findings based on the dataset provided here .
We looked into several factors, including company size, industry type, and quartile level and compared the wages between men and women.
0-499, 500-999, 1000-4999 employees
What sector and product is the company focused on
The level of position in the company
The differences between male and female roles.
Taking a closer look...
Surprisingly, there does not seem to be correlation between the size of a company and what quartile a woman falls in. It's a pretty even spread across the board with the majority of woman falling in the lower quartile - it's easy to get in, harder to climb.
There are only a few industries where women are paid a higher bonus than men per euro. This was not unsurprising to see, but was interesting because it shows that although we knew that men were paid more in salary, they are also making more in bonuses in most industries. A good follow-up question would be comparing salaries in those industries where women are making more in bonuses, to see if their base pay also is more.
Top Quartile Female distribution by industry:
Lowest Quartile Female distribution by industry:
Only 3 of the reported industries have 50% or more women in the top quartile of the respective company, surpassing the percentage of men in the upper quartile. The industries that have been steretypically women, are indeed the ones where there are more women in upper-level leadership roles. This leads to another question of the male to female ratio in a given industry and whether there are more women in leadership in one industry, simply because there are more women overall to choose from. We think that this is likely the case, but unfortunately did not have the data to dig deeper and confirm this.
We have so many ideas for what to do next! We would want to implement this for the United States, given data. We also would love to be able to organize our own research of this topic so that we could collect additional data such as total percent of female vs. male employees at each company, percent of female vs male CXOs, age group percentages of all employees, and length of time that employees have worked at the company.
Ultimately, we think that the United States should require companies to report their internal statistics in a similar way, as this is a (small) step closer to closing the wage gap!
United Kingdom and United States have very similar economies and state of living. By analyzing our neighbor we can gain a lot of insight for ourselves. Therefore, implement transparent analysis of the wage gap for the United States, given data.
Collect additional data such as total percent of female vs. male employees at each company, percent of female vs male CXOs, age group percentages of all employees, and length of time that employees have worked at the company.
Require companies to provide data to see and maintain an equity for gender in the workforce. The companies must report their internal statistics in a similar way.