Employers ‘should be banned from asking what your last job paid you’ to close the gender pay gap
Questions about your previous pay could inadvertently cause inequalities to snowball, according to experts
BANNING bosses from asking job applicants about their salary history could close the gender pay gap.
According to recruitment experts, questioning job candidates about their previous pay could inadvertently cause inequalities to snowball.
That's because women often start out with lower salaries, which means the hiring practice perpetuates the pay gap.
In the US, states like California and New York city have already banned the question altogether.
And similar measures are under consideration in more than 20 other states.
This was recently discussed in a , where a US worker asked how to "tactfully answer the question" in light of the laws.
What are the gender pay gap reporting rules and what is the gap at your company?
BRITSH companies were forced to publish their statistics on their own website and on a government website
The figures should include:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation's pay structure
- The Government Equalities Office noted that it did not matter if companies only had "a few" female employees, they would still be subject to publishing results.
- Employers are permitted to explain their results if they wish to do so, and reveal what they are planning to do to tackle the gap.
- Gender pay reporting does not, however, take account of people employed in any wider group structure.
- to find out the data for your company
Employment experts say a similar law in the UK could reduce the overall number of workers that are being underpaid.
Lee Biggins, founder and managing director of , told The Sun: "Being underpaid in a previous role shouldn’t set you up for a lifetime of receiving unfair and unequal pay.
"This is particularly true for women, especially those who may have taken a career break to raise a family.
"Unfortunately, knowing a candidate’s previous salary can spark bias and set the bar for what future employers are willing to offer. "
More job tips
Joe Wiggins, from job website added: "Relying on past salary history may reflect a gender disparity, and perpetuate an imbalance in the labour market.
"We'd rather a salary negotiation be more balanced."
Although the question is becoming "more of a taboo" in the UK, there are no regulations in place to stop recruiters from doing so.
And according to Mr Biggins, it's now "time to reframe the question".
TIPS for asking for a pay rise or promotion in the wake of the Gender Pay Gap Report:
HERE are some tips from Lee Biggins, founder and managing director of CV-Library
- Do you research: You need to do your research and take a careful look at the data from your company – this will help you to back up your claims when you speak to your boss
- Seek advice: If your company recognises a union, it may also be worth speaking to them and seeing what advice they offer.
- Arrange a meeting: Next you should arrange a meeting with your boss to discuss your pay rise, promotion or any concerns you have surrounding the pay gap at the business
- Build your case before you meet with them: Take examples of why you deserve a pay rise and outline your plan for your future in the business
- Remain professional: Avoid any knee jerk reactions and stay professional at all times. Ask carefully thought out questions about the pay gap.
For example, do men and women in the business have access to the same bonus schemes? - Build your case before you meet with them: Take examples of why you deserve a pay rise and outline your plan for your future in the business
- Remain professional: Avoid any knee jerk reactions and stay professional at all times. Ask carefully thought out questions about the pay gap.
For example, do men and women in the business have access to the same bonus schemes?
He added: "It’s completely feasible that a law could be passed in the UK to stop this from happening.
"It's time to reframe the question. Instead of asking about previous salaries, recruiters should be asking professionals what their pay expectations are and why.
"This could be a huge step forward for bridging the gender pay gap."
In the meantime, you need to be able to put a price on yourself when negotiating your salary.
You can research this by browsing job adverts and looking at a salary checkers, like the one on the
MIND THE GAP How to ask your boss for a pay rise and how to find out what the gender pay gap is at your company
You can also research salaries from different industries on
In the UK, companies with 250 or more workers are now forced to display their gender pay disparities.
More than 10,000 large firms have provided details of their gender pay gap, with three-quarters of them paying men more than women.
If you’re working at a company with a significant difference in pay between men and women, now could be the best time to have the confidence to ask for what you deserve.
Here are our tips on how to ask your boss for a pay rise and how to find out what the gender pay gap is at your company.
We pay for your stories! Do you have a story for The Sun Online Money team? Email us at [email protected] or call 0207 78 24516. Don't forget to join the for the latest bargains and money-saving advice.