ONS to Feminists: Stop Misrepresenting the #PayGap!

As readers of this blog, you have evolved to such a state that you no longer rely purely on your limbic system when interacting with the world, you have advanced to such a stage whereby you have grown a prefrontal cortex and developed higher thought. This has resulted in your understanding the so-called #PayGap is nonsense.

I have covered the #PayGap in some detail recently (here and here) and I have also modestly annihilated the concept here but, why should I be the one to deconstruct the myth of sex-based direct-discrimination in the Pay Cheque? Why should I act as the mouth piece of thought and reason when I can ascend myself to a higher being, a voice that is above all when it comes to statistics, data and numbers!?

Yes, that’s right, I am talking about the Home Office’s Office for National Statistics!

I wish to refer the reader to their latest document which discusses the Pay Gap, the document that all feminists run to when they want to prove this alleged discrimination, it’s the Annual Survey of Hours and Earnings: 2017 provisional and 2016 revised results. In Section 7, we find Gender Pay Differences, this is what feminists cite when backing up their arguments. In the first paragraph we find:

The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men’s earnings. For example, a 4.0% gender pay gap denotes that women earn 4.0% less, on average, than men.

Hmm, I have noticed something odd. They do not refer to the Pay Gap as women and men being paid differently for the same work rather, men earn more money than women. They do this because “using hourly earnings better accounts for the fact that men work on average more hours per week than women”. According to my research, the average male work-week is 34% longer than the average female work-week (25.7 hours vs 34.6 hours). In fact, the document’s title refers to earnings rather than pay, maybe there’s a reason for that.

They also split the data into part-time and full-time and comment how men earn more in full-time work and women earn more in part-time work. They also note how both these pay gaps are closing down towards zero:

In April 2017, the gender pay gap (for median earnings) for full-time employees decreased to 9.1%, from 9.4% in 2016 (Figure 6). This is the lowest since the survey began in 1997, where the gender pay gap was 17.4%, although the gender pay gap has changed relatively little in recent years.

For part-time employees separately, we see a different pattern, whereby women are paid more per hour, on average than men. However, as with the full-time gender pay gap, this part-time gender pay gap moved closer to zero, from negative 6.1% in April 2016 to negative 5.1% in April 2017, as earnings for part-time men increased by more than for women.

Deciding that isn’t enough, the ONS then goes full nuclear on any idiot who thinks they can use this data to prove some kind of feminist talking point:

It should be noted that the gender pay gap figures presented in this bulletin do not show differences in rates of pay for comparable jobs, as they are affected by factors such as the proportion of men and women working part-time or in different occupations. For example, a higher proportion of women work in occupations such as administration and caring, which tend to offer lower salaries.

RIP all feminists.

The fun does not end there, the ONS discusses their methodology in greater detail in the document Guide to interpreting Annual Survey of Hours and Earnings (ASHE) estimates, whence they say in Section 9, ‘How can the gender pay gap for all employees be higher than the gender pay gap for full-time employees?’:

The gender pay gap estimate is calculated as a differential proportion of two median estimates, the middle points of the data, one for female and one for males. The composition of the male and female employee workforces are quite different, with more women working part-time than men (42% compared with 12% respectively – source: Labour Force Survey, Quarter 2 (April to June) 2017, Table EMP04). Because the hourly earnings of part-time employees tend to be less, on average, than the earnings of full-time employees, this means women are more likely to receive lower hourly rates of pay. It’s this fact that helps explain why the gender pay gap for all full-time and part-time employees is greater than the gender pay gap for full-time employees only.

This should be obvious to all, if the median is the middle point of the data and, as 42% of female workers are part-time compared to 12% of male workers, this means the median female worker will be earning less than the median male worker. It’s so obvious it hurts that feminists can’t grasp this.

However, despite the fact this should be overwhelmingly obvious, the ONS know that there are certain people (typically feminists but they’re too PC to outright name them) who cannot grasp basic maths. So, to remedy this, the ONS says:

Consider the following fictitious example (shown in Table 2) representing the male and female samples collected on the Annual Survey of Hours and Earnings (ASHE).


The male sample contains more full-time employees, while the female sample contains more part-time employees. When considering the full-time employees only, the majority of the male sample is used, whilst typically only the higher earners of the female sample are considered. Due to this, when taking the medians, that is, the middle point of the selected sample, the gender pay gap is relatively small.


When all employees are considered, the typically lower-paid part-time workers are included, of which there are more lower-paid female workers than male. As a consequence, this causes the gap to increase (usually as a result of the female median decreasing).

Sweet Lord, I could not have put it better myself. Here is the fictitious example they use:

fictitious example.png

fictitious example pt 2.png

This is all too delicious.

And that is where the ONS leaves it, as shall I. So, I wish to actively state what the ONS is subtly implying: STOP USING THIS DATA TO TRY AND PROVE YOUR IDEOLOGICAL NONSENSE!!!

[Addendum: I have made a video of this post, it can be found below:]


  1. Now you need to link the earnings gap with the spending gap. Despite earning less money than men women control more than 80% of purchasing decisions. Despite paying less tax, women receive most of government benefits.


  2. For sure, we all know that any average pay differential has nothing to do with sex discrimmination. That the ONS makes this clear will have little difference on the policies enacted by most politicians in Parliament. After all, it is also made clear by the same Office that women are treated very favourably by the justice system, yet just last month in a Parliamentary committee it was mentioned yet again – and unchallenged – that women get harsher treatment under the law.

    The ONS conclude a 4% average hourly pay gap in favour of men (while pointing out that this is not discrimmination). However, two matters should be taken into consideration:

    1) They also point out that men commute for longer (up to 23% according to independent data). Personally, as someone working freelance most of his life, I take commute time into account when considering how much I am earning from a job. It is, after all, time taken away from the rest of my life and out towards earning money. Most people do this: just get a quote from a plumber 200 miles away compared to a quote from a local plumber and you will see that commute time is not seperate from work time and should be added in to the hours worked to get a correct average pay. Do this and there is little pay differential at all and what there is, is in favour of women.

    2) Even though the unemployed are counted as ‘earners’ in some areas of government (such as PAYE code) they don’t have an hourly rate that can be counted, so do not form part of the average hourly income statistics. Yet to get a true measure of the differences in pay between any two groups, those seeking work but currently without work should be taken into consideration. (After all, if just one man was employed, earning a billion pounds a year, it would be ridiculous to say that the average pay gap was a billion pounds a year.) Ten years ago, there were half a million more unemployed more men than women. Thankfully, that gap has narrowed —leading to the feminist claim that it is unfair to women because more unemployed men are finding work — yet the gap still persists. If the unemployed are added in to the figures, at the average hours worked, the pay gap swings clearly in favour of women.

    Pay gap discrimination? I stopped bothering to argue that it is not discrimination but prefer to use the feminist claims against them and show that the discrimination is against men. Strangely enough, even though I have had some politicians agree with my data, they don’t seem to care as much as when they thought it was discrimmination against women.


  3. […] 1. #BBCPayGap: Entitled Autistic Screeching 2. #BBCPayGap: It’s All Women’s Fault 3. Pay and Employment by Sex 4. The education gender gap: 35% more women than men (almost 100,000 more) have applied to go to university this year. 5. 9 August 2017: Mike Buchanan discusses the gender pay gap with three feminists 6. Are women hitting a glass ceiling, or climbing a broken ladder? 7. “R-Evolution” on the National Mall: Nurturing the Heart 8. Gender pay gap ‘fundamentally misleading’ and promotes ‘victim mentality’ – study claims 9. Groan comments on the ‘gender pay gap’ 10. PutinCooksSocks on ‘survivor bias’, Groan on the ‘invention problem’ 11. ONS to Feminists: Stop Misrepresenting the #PayGap! […]


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