Sony Music UK reported a pay gap of 4.6% (median) - better than the national average of 9.1% - with a near-equal proportion of women (75.3%) and men (74.3%) receiving a bonus. These are the findings of independent research carried out for SavvvWoman.co.uk, a leading finance website aimed at women.
And they should be, according to Labour MP Harriet Harman, who played a key role in the 2010 Equality Act, ensuring it included the statutory requirement for companies to report their gender pay gap.
A year ago the United Kingdom government made it mandatory for any company with more than 250 employees to report its gender pay gap.
Employers that do not disclose their figures risk legal action from the UK's Equality and Human Rights Commission (EHRC). Only 13% of women received a bonus in 2017.
57 per cent of 18 to 34 year olds who use a credit card are likely switch their credit card provider, compared to 37 per cent of adults aged 55 or over.
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Sarah Pennells, founder of SavvyWoman, says: "Some banks have got a gender pay gap of over 40% - even up to 60% depending on how you measure it".
"To combat this, we're focused on encouraging more women into tech roles". The next step is to look into the root causes of any pay gap and develop an action plan to address it.
The bonus pay gap at Apple (UK) Ltd represents the most extreme pay disparity at Apple. That pay gap is smaller than most United Kingdom companies, and less than comparable tech companies.
And 6,493 companies pay men more than women, in comparison to 1,213 that pay women more than men.
At 93%, Stoke City Football Club has the largest mean pay gap of any company that's filed data.
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Prinovis reported two very different averages, with a mean hourly rate 8.2% lower for women and a median 21.4% lower - highlighting in its report that this was due to men taking up 74% of positions in its highest-paid quartile.
Dame Margaret commented on the day public bodies, charities and businesses across the borough had to report differences in men and women's pay by law for the first time.
Smaller pay gaps in East Anglia have proved not to be sector-specific.
"It is estimated that if women and men enjoyed parity in their hours, pay and seniority at work then we could see up to £150 billion added to our GDP", she wrote in The Telegraph.
Some 52 per cent of William Reed employees are female, but they make up just 35 per cent of the top earners at the company. In South Korea, women earned 36.7 percent less than men in the same year.
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While flexible and part time workers - especially mothers - are sidelined in favour of full-time colleagues for promotion or new career opportunities, we will not achieve parity in senior roles or pay.