According to the Equality and Human Rights Commission, despite a last minute rush of reporting, 1,557 organisations failed to lodge gender pay gap reports on time - ironically those failing to report included Unite the Union - an organisation who describe themselves as being "at the forefront of the trade union campaign to achieve equal pay". And although they did report the following day the short delay served to attract more media attention to the content of their report which showed female employees' median hourly pay was 29.6% lower than their male employees.
Of the more than 10,000 organisations that have reported, the figures show that 78% pay men more on average than women, 8% of organisations claim to have no pay gap between men and women and 14% pay women more than men. The UK as a whole has a national median pay gap of more than 18.4%.
Those reporting no difference between what they paid their female and male staff included Costa, KFC, Matalan, McDonald's, Primark and Starbucks.
If you look at the figures on a sectorial level the worst offenders are Construction, Finance and Insurance and Education, and the best performing are Health, Accommodation and Food and Household employers.
But other than naming and shaming the worst offenders (NWN Media, Millwall Holdings and GoToDoc all with gaps over 75% in case you were wondering) do these figures tell us anything we didn't know this time last year?
Probably not. Most people would have guessed that the majority of businesses in the UK pay women on average less than men. And a cynic would might say that even the data that has been gathered is far from perfect - for example, Professor Jonathan Portes, Professor of Economics and Public Policy at Kings College London, stated that it is "entirely implausible" for an organisation to claim both a 0% pay gap and a 50:50 male to female split across the pay quartiles (at the last count 9 organisations have made this claim). With many organisations set up as partnerships, the information excludes partners earnings, in most cases, as partners are, in most cases, not technically employees. For example, the data lodged by the big 4 accountancy firms did not initially include the pay of their partners. However, following media scrutiny, all 4 firms subsequently provided updated information which included partners earnings but they will not be the only businesses with a significant number of high earning partners and many may not be willing to be so transparent.
So has it been worth it or has this just been unnecessary bureaucracy at its best?
The gender pay gap reporting obligations have certainly resulted in pay inequality being put firmly in the spotlight which has then, in turn, put the spotlight on a lack of female representation in senior roles, which is how many organisations have explained their gender pay gap. This media spotlight and public scrutiny has resulted in many of the organisations who have reported a significant gap, particularly the higher profile organisations, making a commitment to improve female representation for senior roles.
As such, we will need to wait until this time next year to find out the impact of all of this with this year's figures being, perhaps, more of a line in the sand and, hopefully, a starting point upon which organisation will strive to improve.