RT Announces Gender Pay Gap of 13.03%, or 6.79% without overtimeMedian Gender Pay Gap of 17% in favour of women among part-time staff
Read RT 's Gender Pay Gap Report here.
RT has today published details relating to gender pay in the organisation as part of new reporting requirements included in the Gender Pay Gap Information Act 2021. RT chose 30th June 2022 as the snapshot date which aligns with RT 's headcount reporting and payroll dates
The gender pay gap measures the difference in the pay of all men in a company and all women. It highlights any differences in the distribution of men and women across the workforce.
Equal pay is about ensuring that any differences in pay between men and women in the same job are not due to gender. In RT , employees are placed on a salary scale or salary band applicable to their role, and these are the same for male and female workers.
This report outlines gender pay gap results for RT .
Willis Towers Watson (WTW) calculated the Gender Pay Gap statistics for RT for 2022. In summary, the data shows that RT 's mean and median Gender Pay Gaps demonstrate that there is more to do to create greater gender representation across roles traditionally associated with males and /or females (with males more likely to work additional hours through paid overtime and premium pay) and to ensure equal gender representation at senior levels within the organisation. A pay gap amongst part-time staff in favour of women shows that flexible working policies in RT are supporting women to combine flexible working with careers across all levels.
KEY FINDINGS AT A GLANCE
Overall, RT has a mean gender pay gap of 11.55%; This is reduced to 10% when roles with overtime are excluded.
RT has a median gender pay gap of 13.03%; This is reduced to 6.79% when roles with overtime are excluded.
A Median Gender Pay Gap of 17% in favour of women exists among part-time staff, (known as a negative pay gap ). This shows that flexible working sees strong take-up from women in RT , and is possible for all levels of seniority
There is no equal pay gap in RT . So, gender has no impact on pay where women and men are employed in the same roles.
RT Director General, Dee Forbes said: As we continue to strive to be a more diverse workforce, RT welcomes the opportunity provided through the Gender Pay Gap Information Act 2021 to publish this comprehensive data relating to the gender pay gap in RT . Gender balance within RT 's overall workforce, across roles and output, continues to be a high priority for the organisation and RT is committed to being a fair, flexible and inclusive employer that truly reflects the diversity of Ireland today.
The work that has gone into this report has been challenging due to the complexity of our organisational structure, which currently has over 160 different grades. We are working with Willis Towers Watson (WTW) on a full evaluation of the role and grading structure in RT , the outputs of which will help inform decisions going forward as we develop a job and career framework that will create clarity and transparency on how our employees can develop their career journey in RT .
UNDERSTANDING RT 'S GENDER PAY GAP
>>>Roles eligible for paid overtime
A clear distinction emerges between roles that are eligible for paid overtime and roles that are not. The median Gender Pay Gap for those working in roles not eligible for paid overtime is 6.79%, while it is 13.67% among employees in roles that are eligible for paid overtime.
Roles with eligibility for paid overtime have an even gender split across the organisation and are spread across all four pay quartiles. The data indicates a ratio in favour of men working overtime hours in this group. Overtime hours and the associated premium payments contribute to a gap in earnings between men and women in RT .
RT is committed to seeking out ways to improve gender representation in jobs where this may occur. Further analysis of the hourly pay for all employees shows that the median Gender Pay Gap varies by business area. The higher median figure in Operations is due to the number of men employed in higher paid roles in this part of the organisation and the amount of overtime worked by men, often in evenings or weekends.
>>>Roles not eligible for paid overtime
Two thirds of roles across RT are not eligible to receive overtime payments. In this group of employees, the gender pay gap is 6.79%. Where overtime does not apply, a number of non-management roles can take Time Off In Lieu (TOIL) when additional hours are worked. Time off in this manner can be attractive, particularly for those with wide-ranging responsibilities. This is consistent across broadcasters, including public service media organisations like RT .
Within this group:
There are more women than men working part-time hours.
The pay gap calculations are based on actual pay earned, and consequently more women working part-time hours will result in lower earnings and a greater gap between male and female workers.
In the group not eligible for overtime, 25% of women were part-time at the snapshot date and a total of 27% worked part-time at some time during the reporting period. (For men, these figures are 16% and 18% respectively.)
Men are more represented at senior levels in this group also.
Looking at management grades, the male to female split is 56% male and 44% female.
A Gender Pay Gap in an organisation is typically a reflection of a gender representation gap.
Management and Senior Roles
In 2017, those earning a full-time equivalent of Euro 90,000 or over were split 68% to 32% in favour of men. This is now split 60% to 40% in favour of men following efforts to recruit and promote more women into senior roles. The median Gender Pay Gap within management grades across the organisation is 7.1%. This is a
