Implementing Equal Pay in Dental Laboratories

In a recently conducted survey, we asked how employees felt about their roles in the dental industry. This survey brought up some interesting results, from job satisfaction to salary averages. The most interesting result was the difference between the salaries of men and women, plus their satisfaction with their current remuneration packages.

Our salary results showed that the median for basic salary range is between £25,000-£29,000.

The average basic salary for dental technicians reported in this survey was £28,400.

However, compared to the average basic salary, female respondents earned 17% lower at £23,600.

Male respondents earned 7% higher than the average basic salary at £30,500

Not surprisingly, our survey also showed us that 32% female respondents, working in the dental industry are dissatisfied with the total benefits package, that they are currently receiving. Whilst 33.7% of males working in the industry are satisfied with their benefits package.

That said, our survey also showed us that both males and females felt that their remuneration packages were below average, compared to their peers. 

With all this in mind, it got us thinking about equal pay in the dental industry, what it means, and what we can do to help close the gap.

What Is Equal Pay?equal-pay

Equal pay means that you are entitled to the same wage as someone doing work of equal value. This could mean the exact same job, a job of broadly similar work, or work rated as “equivalent value”.

Although not exclusively a gender issue, it is true that women are sometimes paid less than men for doing exactly the same work, which contradicts the Equality Act 2010.

The Equality Act 2010 ensures consistency in what employers and employees need to do to make their workplace a fair environment and comply with the law.

Equal pay isn’t just about basic salary it also includes…

  • Hours of work
  • Overtime rates
  • Performance related benefits
  • Access to pension schemes
  • Annual leave entitlements
  • Non-monetary Terms of Business

Tips On How To Reduce a Gender Pay Gap

There are many steps you can put into place to help reduce the Gender Pay Gap within your company, such as:

Implementing an HR system that enables your company to regularly review gender pay gaps, and build a monitoring process for annual pay and bonus reviews, to help close any existing gaps. 

Encouraging Paternity Leave could help the process of closing the gender pay gap. By encouraging fathers to take shared parental leave aids workplace flexibility, and the opportunity for women to return back to work. As one of the reasons why women’s pay progression lags behind men’s is maternity leave and time taken off for childcare.

Eliminating salary negotiations can contribute to decreasing the gender pay gap. Studies show that when women negotiate for higher salaries, people react more negatively, compared to men asking for a higher salary. By removing negotiations, it puts both men and women on a level playing field and removes any negativity surrounding the process. As long as both men and women are being offered the same salary based on role and experience of course!

Although our recent survey may suggest that there are some equal pay issues in the UK dental technology industry, we did not ask in-depth questions about how salaries were made up, which can affect how people are paid. However, the survey shows that many employees are dissatisfied with their current salary packages.

If you’d like to read the full survey results, you can download the full report for free here.