Summary of “How the BBC Women Are Working Toward Equal Pay”

Equal pay is easily confused with the gender pay gap, which is a measure of the difference between men’s and women’s average earnings.
A law firm can pay equally and still have a gender pay gap, if most of the women it employs are associates and most of its partners are men.
It wasn’t until 1963 that the Equal Pay Act enshrined into law the principle of equal pay for men and women.
While women of Asian descent earn eighty-seven cents on the white-male dollar, black women are typically paid sixty-three cents and Latina women fifty-four.
On the last day of January, 2018, Carrie Gracie appeared before a parliamentary committee that, prompted by her resignation letter, had called a hearing to examine the issue of pay at the BBC. The company had released the results of an “Equal pay audit,” which found that, for on-air talent, “There does not appear to be any form of systemic discrimination against either men or women.” The pay gap at the BBC was nine per cent.
Last year, the U.K. began requiring organizations with more than two hundred and fifty employees to make an annual report of four measures: gender pay gap in hourly pay, gender pay gap in bonus pay, percentage of men and women receiving bonuses, and proportion of men and women in each quartile of the pay scale.
According to BBC Women, by July more than a thousand women had asked the corporation to look at their pay.
Some were in the early stage of discussions; some were taking settlements and moving on; others were holding out to see if anyone would achieve what one of the founding members of BBC Women described to me as “The holy grail”-pay parity, full pension restitution, and up to six years’ back pay.

The orginal article.