Gender pay gap quickly became common corporate buzzwords in 2018 after the UK government made it obligatory for enterprise organizations with more than 250 employees to publish and report on their pay structures on a government website. The main essence of this policy was to address the obviously widening gap between the two genders at work. For clarity purpose, gender pay gap (GPG) is mainly different from gender pay inequality (GPI).
Gender pay inequality, in the simplest of terms, is a situation whereby men and women who are doing what appears to be the same job are not being paid equal payments whereas gender pay gap is about the average pay of men and women within a particular organization. Simply put, this means an addition of all the men’s salary and dividing by the total number of men, the addition of all the women’s salary and dividing it by the total number of women and then calculation the gap between the two.