The gender gap in pay is alive and kicking.

Pay rises have stalled for the first time in more than a decade for women - but not for men.

Recent research by the Chartered Institute of Management, with Remuneration Economics, shows a 5.2 per cent increase in female earnings - the lowest since 2004.

This slowdown is matched by a 5.4 per cent increase for men – the first time in 11 years that male earnings have grown at a faster rate.

In real terms, female managers earned an average £6,076 less than their male equivalent. At director level, the gap is £49,233 or 29.9 per cent, up from 24.6 per cent, last year.

Women appear to be reacting to this inequality by voting with their feet. Resignation rates amongst women are 7.8 per cent, compared to 6.4 per cent for men. Interestingly, another report from Chartered Institute of Management shows that the skills most highly prized by employers (whether located in the private, public or voluntary sectors) are an understanding of policy and politics and the ability to build alliances rather than engage in turf wars.

There’s some good news for women. They are getting promoted at a younger age and more likely to get a bonus. So, clearly they are deemed to be a significantly skilled and effective part of the workforce. But they don’t get paid as much as men and consequently resign – often to be their own boss.

Of course, no comparisons are simple. Various terms and conditions and issues will impact on why women resign. But, for a moment, forget the equality agenda. Every industry, including the fast movers like our own, is bothered about work force skills and knowledge. It is essential properly to value the contribution that ALL employees make - irrespective of gender.

Image: copyright Sandra O'Claire www.istock.com