The CSP believes workers should get equal pay for work of equal value.
It is shocking that 45 years after the Equal Pay Act women still earn less than men.
Get in touch
If you are a CSP member and have concerns about equal pay, contact your steward, or call the CSP Enquiry Handling Unit on 0202 7306 6666.
Read the TUC Touchstone Blog: Men twice as likely as women to earn over £50K
The gap is 14.2% in full time work, according to the Office of National Statistics figures on average gross hourly pay. And top-earning men earn 54.9% more than women, on an annual basis.
Equal Pay Day, on November 9, marks the point in 2015 in the year at which women working full-time effectively stop earning, taking in account that gap.
In July prime minister David Cameron announced his intentions to end the gender pay gap with a plan for a new law that will required large companies to publish information on the difference between average male and female earnings.
But in October Conservative MEPs voted against a gender equality resolution in the European Parliament which included a recommendation for employers to work in partnership with unions to monitor the gender pay gap and develop action plans to close it.
What are the solutions?
Sharing information on the facts and causes of the gender pay gap with trade unions, in the spirit of partnership working, to identify and resolve discrepancies is the best way to bring real change.
Also, without proper enforcement and monitoring there is little incentive for companies to do anything other than publish statistics. This should include enforcement notices and fines.
Staff should not be gagged by employers and prevented from talking about pay. Transparency is essential to ensuring male and female employees can openly discuss, understand and compare their pay rates.
The CSP wants to see the reinstatement of equal pay questionnaires that were abolished in 2014 and which allowed employees to ask employers for informational on pay and that of potential comparators.
Health sector and Gender Pay Gap
Some sectors are affected by the gender pay imbalance more than others.
In the NHS, there have been no equal pay claims since the 2004 introduction of the Agenda for Change national pay agreement, where equal pay is underpinned by the job evaluation system.
The Afc Job Evaluation Scheme was tested in the courts and found to be equality proof. Afc, secured through partnership working between Government, employers and unions, including the CSP, sets a benchmark for all health workers, regardless of where they work, so all CSP members benefit.