DCMS gender pay gap report 2024
- gov.uk
Updated Dec 17, 2024
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EmailClick to copy linkLink copiedCiteDepartment for Culture, Media and Sport (2024). DCMS gender pay gap report 2024 [Dataset]. https://www.gov.uk/government/publications/dcms-gender-pay-gap-report-2024Dataset updatedDec 17, 2024AuthorsDepartment for Culture, Media and SportDescriptionThe Department for Culture, Media & Sport (DCMS) is committed to reducing the gender pay gap as part of our ambition to be the most diverse and inclusive government department by 2025. Gender equality is key to delivering our ambition and this year’s data shows that our current methods are working. Our approach to pay and bonuses seeks to reward all staff fairly, regardless of gender.
We have prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. Greater transparency and accountability is key to enabling us as an organisation to demonstrate our commitment to equality, attract the best talent and boost staff engagement. Data helps drive action and our report also aligns with the recommendations made from the https://uksa.statisticsauthority.gov.uk/publication/inclusive-data-taskforce-recommendations-report-leaving-no-one-behind-how-can-we-be-more-inclusive-in-our-data/" class="govuk-link">Inclusive Data Taskforce report published in September 2021.
DCMS gender pay gap report 2022
- gov.uk
- s3.amazonaws.com
Updated Nov 24, 2022ShareFacebookTwitterEmailClick to copy linkLink copiedCiteDepartment for Digital, Culture, Media & Sport (2022). DCMS gender pay gap report 2022 [Dataset]. https://www.gov.uk/government/publications/dcms-gender-pay-gap-report-2022Dataset updatedNov 24, 2022AuthorsDepartment for Digital, Culture, Media & SportDescriptionThe Department for Digital, Culture, Media & Sport (DCMS) is committed to reducing the gender pay gap. This is key to delivering on our Diversity and Inclusion strategy and meeting our ambition to be the most inclusive government department by 2025. Our approach to pay and bonuses seeks to reward all staff fairly, regardless of gender. We have prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. Greater transparency and accountability is key to enabling us as an organisation to demonstrate our commitment to equality, attract the best talent and boost staff engagement. Data helps drive action and our report also aligns with the recommendations made from the Inclusive Data Taskforce report published in September 2021.
DCMS gender pay gap report 2023
- s3.amazonaws.com
Updated Nov 30, 2023ShareFacebookTwitterEmailClick to copy linkLink copiedCiteDepartment for Culture, Media and Sport (2023). DCMS gender pay gap report 2023 [Dataset]. https://s3.amazonaws.com/thegovernmentsays-files/content/186/1868697.htmlDataset updatedNov 30, 2023AuthorsDepartment for Culture, Media and SportDescriptionThe Department for Digital, Culture, Media & Sport (DCMS) is committed to reducing the gender pay gap. This is key to delivering on our Diversity and Inclusion strategy and meeting our ambition to be the most inclusive government department by 2025. Our approach to pay and bonuses seeks to reward all staff fairly, regardless of gender. We have prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. Greater transparency and accountability is key to enabling us as an organisation to demonstrate our commitment to equality, attract the best talent and boost staff engagement. Data helps drive action and our report also aligns with the recommendations made from the Inclusive Data Taskforce report published in September 2021.
DCMS gender pay gap report 2023
- gov.uk
Updated Nov 30, 2023ShareFacebookTwitterEmailClick to copy linkLink copiedCiteDepartment for Culture, Media and Sport (2023). DCMS gender pay gap report 2023 [Dataset]. https://www.gov.uk/government/publications/dcms-gender-pay-gap-report-2023Dataset updatedNov 30, 2023AuthorsDepartment for Culture, Media and SportDescriptionThe Department for Culture, Media & Sport (DCMS) is committed to reducing the gender pay gap. This is key to delivering on our Diversity and Inclusion strategy and meeting our ambition to be the most inclusive government department by 2025. Our approach to pay and bonuses seeks to reward all staff fairly, regardless of gender. We have prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. Greater transparency and accountability is key to enabling us as an organisation to demonstrate our commitment to equality, attract the best talent and boost staff engagement. Data helps drive action and our report also aligns with the recommendations made from the Inclusive Data Taskforce report published in September 2021.
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FacebookTwitterEmailThe Department for Culture, Media & Sport (DCMS) is committed to reducing the gender pay gap as part of our ambition to be the most diverse and inclusive government department by 2025. Gender equality is key to delivering our ambition and this year’s data shows that our current methods are working. Our approach to pay and bonuses seeks to reward all staff fairly, regardless of gender.
We have prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. Greater transparency and accountability is key to enabling us as an organisation to demonstrate our commitment to equality, attract the best talent and boost staff engagement. Data helps drive action and our report also aligns with the recommendations made from the https://uksa.statisticsauthority.gov.uk/publication/inclusive-data-taskforce-recommendations-report-leaving-no-one-behind-how-can-we-be-more-inclusive-in-our-data/" class="govuk-link">Inclusive Data Taskforce report published in September 2021.