Since 2017, the UK government requires all employers with more than 250 staff members to disclose their gender pay gap in a systematic format. Many employers under the 250 staff threshold also choose to report it, with results being freely available. Part 1 of the presentation: uses all the UK gender pay gap data (going back to 2017) on a curated data set of 130+ UK insurance entities to highlight the changing nature of the pay gap covers the share of women in the top quartile of earnings, the differences between larger and smaller insurers, insurers, and brokers, and a host of other data Part 2 analyses every available board diversity policy for UK Government Investments authorised entities (both personal and commercial lines, and the Lloyds market). It aims to cover several themes. These include various diversity targets set, their aims (such as gender diversity, ethnic diversity, mixture), and other salient points. It looks at the use of ‘tie-breaker’ criteria, when 2 candidates seem to have similar skills, and whether it favours certain groups over others. The presentation finishes with a quantitative description of what firms end up with, at least as far as gender diversity is concerned. It uses both: anonymised openly available data from the Prudential Regulation Authority register results of the speaker’s private freedom of information requests to the Bank of England 

Speaker: Michael Stefan 

Chair: Rachel Haldane