Today, financial firms with around $ trillion assets under management have committed to harmonised reporting using the Task-Force on Climate-related Financial Disclosures (TCFD) template.16 This has encouraged wider scrutiny of, and actions to mitigate, the risks to companies’ profits and balance sheets posed by climate change. Pay gap disclosure could have a similarly profound behavioural effect on companies. Fourth, there is also a strong case for improving the sets of data available publicly to monitor progress towards equality of pay and opportunity in the workplace. One example of useful additional data would be longitudinal data tracking individuals from school into employment, perhaps using administrative data or new surveys. This would help to understand the key determinants, and obstacles, to career and pay progression. Fifth and finally, published pay gap data are imperfect and can sometimes give a misleading impression of diversity patterns. We have demonstrated how raw pay gap data can sometimes give rise to puzzles. We 15  https://www.gov.uk/government/publications/business-population-estimates-2019/business-population-estimates-for-the-uk-andregions-2019-statistical-release-html 16 TCFD (2019). 34  All speeches are available online at www.bankofengland.co.uk/speeches  34  have also demonstrated, however, that a careful consideration of various compositional factors can resolve these puzzles and provide a clearer picture of underlying patterns. There is no reason why companies could not use these techniques when interpreting their own results.
Note: Coefficients are recalculated into percentages as per Palmquist (1980) due to log-linear specification. A negative pay gap in this chart indicates that women earn less than men. Chart 22: Conditional gender wage gap under specification (5) Difference in lnpay  0.05 0 ‐0.05  Gender pay gap  ‐0.1 ‐0.15 ‐0.2 ‐0.25 ‐0.3  1994‐1998  1999‐2003  2004‐2008  2009‐2013  2014‐2019  Source: ONS Labour Force Survey and Bank of England calculations. Note: A negative gender pay gap in this chart indicates that women earn less than men. 11 The regressions assume the effect of the controls on pay is homogenous between different groups. If we run a Chow test on this restriction, it fails in our sample. This would be a useful area for future research. 12 Coefficients are recalculated into percentages as per Palmquist (1980) due to log-linear specification. 27  All speeches are available online at www.bankofengland.co.uk/speeches  27  We can replicate this regression for ethnicity with the same set of controls, except that the occupation, age groups, and children under 2 variables now interact with the ethnic minority variable. Where  (6) ln  ∝  h  =  ∗ 1 0  h  ∗  person does not belong to white ethnic group person belongs to white ethnic group  With this specification, the conditional gap for ethnic minorities averages around -11% and is again significant at the 1% level.