Equal Pay and the Gender Pay Gap

Debate between Baroness Morgan of Cotes and Natalie McGarry

Wednesday 1st July 2015 Commons Chamber

[Nicky Morgan]

I thank my hon. Friend for her question and welcome her to the House. I am about to come on to the regulations that will apply to companies with more than 250 employees. I say to those businesses and employers in her constituency who may not be paying the right amounts that I know she will be an active MP and will be asking them what they are going to do to ensure there is no gender pay gap in their businesses.

I can assure the Opposition that the consultation to which I just referred will consider the mechanisms for monitoring and enforcement.

The Equality and Human Rights Commission may well play a role in monitoring, as is the case for the public sector equality duty, but as hon. Members will be aware the commission already has the ability to carry out the work envisaged in the motion. I must return to my earlier comments on the distinction between equal pay and the gender pay gap, which are unhelpfully conflated in the motion.

[Natalie McGarry (Glasgow East) (SNP)]

I welcome this debate. Has the Secretary of State seen and acknowledged the Fawcett Society research which shows that since 2010 some 85% of cuts to benefits, tax credits, pay and pensions have been taken from women’s incomes?

[Nicky Morgan]

I welcome the hon. Lady to the House. I have seen that report. I do not agree with it, and think the figures are flawed, because it makes assumptions about household income and the way men and women—two people in a household—divide their income, and those assumptions are not always right.

Let me return to the motion. All of its suggestions, apart from the formal laying of the annual document before Parliament, can already be done by the EHRC without changes to legislation or instruction by Government. The motion also talks about an annual equal pay check. The critical point here is that I do not think the hon. Member for Ashfield is actually talking about an annual equal pay check; instead, she is talking about an annual gender pay check. An annual equal pay check implies an assessment of the extent to which companies are acting lawfully under the equal pay provisions of the Equality Act and that information would not be obtainable from companies’ gender pay data. I am not saying the issues are not important, but that is the reason for our queries about the motion.

Our aim is to create greater transparency on the gender pay gap. We know from Office for National Statistics data that pay gaps can vary widely by sector. Publishing the data will help companies to understand these differences.