discrimination

Pay Equity After the Equality Act 2010: Does Sexual Orientation Still Matter?

Using nationally-representative linked employer-employee data for Britain I find bisexual men earn around 31% less per hour than heterosexual men, a differential that falls to 20% having controlled for demographic, job and workplace characteristics.  The gap is apparent within workplaces and within detailed occupational classifications.

Pay Equity After the Equality Act 2010: Does Sexual Orientation Still Matter?

Using linked employer-employee data for Britain I find bisexual men earn around 31% less per hour less than heterosexual employees, a differential that falls to 20% having controlled for demographic, job and workplace characteristics.  The gap is apparent within workplaces and within detailed occupational classifications.

Pay Equity After the Equality Act 2010: Does Sexual Orientation Still Matter?

Using linked employer-employee data for Britain I find bisexual men earn around 31% less per hour less than heterosexual employees, a differential that falls to 20% having controlled for demographic, job and workplace characteristics. The gap is apparent within workplaces and within detailed occupational classifications. There is no wage differential between gay and heterosexual men. Among women, on the other hand, there is no wage gap between bisexuals and heterosexuals.

Employment and earnings in the finance sector: A gender analysis.

EXECUTIVE SUMMARY

Introduction

This study provides background information on the finance sector to assist the Equality and Human Rights Commission's inquiry into sex discrimination in the industry. The study was based on analysis of representative national datasets, together with a short literature review of the finance industry in the UK.

KEY FINDINGS

The finance sector