Now it’s the turn of collection and licensing society PRS For Music.
For those that haven’t been following this story: a change in UK law which stipulates that any company in the market with more than 250 employees must reveal their gender pay gap stats by April 5 (tomorrow).
These gender stats were based on employment figures from April 5, 2017 – meaning any changes since this point are not reflected in the figures.
Here is the data for PRS For Music:
- In the top-earning quartile of PRS’s business, 65.4% of employees are male and 34.6% are female.
- The average hourly rate of pay across the whole company is 17.2% lower for females vs. males.
- Taken as a median %, this figure falls to 11.5%.
- When it comes to bonuses, female executives are paid 68.8% less on average than their male counterparts.
- Bonus pay is given to 88.6% of male employees and 87.6% of female employees.
- In the ‘upper middle quartile’ (ie. the second tier of executive pay) at PRS, 59% of employees are male and 41% of employees are female.
- In the ‘lower-middle’ quartile (ie. the third tier) there are 54.5% male employees and 45.5% female employees.
- In the bottom quartile (ie. the lowest-paid), those stats stand at 55.1% male and 44.9% female.
Interestingly, PRS’s fellow UK-based collection and licensing society – PPL – has presented its gender pay gap stats, and they’re much more positive that a lot of what we’ve seen today elsewhere.
PPL’s mean gender pay gap is 6.6% in favour of men. Other key stats:
- PPL’s median gender pay gap is 4.3% in favour of women.
- PPL’s mean gender bonus gap is 36.5% in favour of men. Again this can be impacted by the ratio of men to women in more senior roles. Excluding PPL’s CEO from the figures, the mean gender bonus gap drops to 15.4% in favour of men.
- PPL’s median gender bonus gap is 4.7% in favour of women.
- The proportion of male and female employees receiving a bonus is 84.2% and 82.8% respectively.
PPL’s Chief Executive Officer, Peter Leathem, commented:
“PPL is actively committed to ensuring it has a diverse workforce and a culture of accountability, respect and fair reward. Our focus in recent years has been three-fold: recruitment, training and talent management. We strive to always recruit from a wide pool of applicants, and we have implemented training initiatives to support our people managers with recruitment. We have also created a talent management programme to support career progression throughout the company, providing opportunities to retain and further develop our diversity of experience, skill and knowledge.
“Whilst it is not directly covered by the gender pay reporting statistics, we have also focused on the related important issue of equal pay. Based on an extensive job evaluation exercise, which we continue to review each year, we have created a framework to ensure that our employees are paid equally for similar types of roles.
“We remain committed to investing in all our people, regardless of gender, race or ethnicity or any other protected characteristic.”Music Business Worldwide