It promises to be the hottest party in the city; a huge Trafalgar Square Bash to celebrate the end of the gender pay gap.
But there is only one catch. Guests were asked to save the date – in the year 2235, the year in which the World Economic Forum said the gap is closed in the face of the current rate of change.
Labor MP Stella Creasy said the party organized by her, organized by the mayor of London Sadiq Khan, is sending a serious message.
"Lighting a problem does not necessarily do anything," she said. "The government has no explicit obligation to address the root causes of this gap, and we want to change that. Enough to talk about the pay gap – it's time to take action to end it. "
Invitations were not issued when investigations were conducted on Saturday's Equal Pay Day, which showed that the new gender pay gap regulations had not eliminated inequalities in the workplace. The same pay day is the day of the year when the average female employee is no longer paid due to the gender pay gap.
Creasy called on the government to reintroduce the explicit obligation to influence wage differentials into the public sector, which has nothing but "due regard" to the need to promote equality.
On the occasion of the Equal Pay Day, the Fawcett Society announced that it set up a legal service for low-income women to combat wage discrimination. The campaign is in partnership with the labor law organization YESS Law and is supported by a donation from former BBC correspondent Carrie Gracie.
The study also found research that shows that open discussions about pay are still rare. Six out of ten (61%) employees said that it would be embarrassing to ask a colleague how much they earn while 52% said their managers would react negatively to more transparency. One out of every three researchers surveyed did not know that it is illegal to pay women and men differently for equal work.
"Wage discrimination can flourish and is more common than people realize because of a persistent culture of salary secretion," said Fawcett CEO Sam Smethers. "People do not know their basic rights and do not know what their colleagues deserve."
An investigation by the Young Women's Trust on that day revealed that one in five young women said they were being paid illegally for one or the same male colleague for the same or similar work, but less than half were confident that they would have theirs Employers could challenge because of the gender pay gap. According to the charity, every tenth decision maker in organizations with more than 250 employees knows that women in their organization are paid less than men for activities at the same level.
"The Young Women's Trust study shows that young apprentices earn eight percent less than their male counterparts, making them worse off by more than £ 1,000 a year," said the Trust's executive director. Carole Easton. "The sectors where women normally work – such as administration, health and social care, and retail – are not valued and paid as much as they should be."
The gender pay gap in the UK is partly due to women being more likely to be in low-paid jobs and sectors, said Tess Lanning, director of the Living Wage Foundation.
According to the National Statistics Office, 3.8 million or 28% of all women's jobs are paid below the real wage, compared to 18% for men. The most significant difference is in the East Midlands, where 34% of women are paid below wages compared to 20% of men.
"Millions of women are trapped in jobs paid for real wages, especially in the areas of administration, cleaning and care," Lanning said. "To improve gender equality, more companies must be required to pay real wages, not just the state minimum."
On Friday, the Women's Equality Party encouraged working women to send away messages to Equal Pay Day.
"Women are rightfully fed up because there is no progress," said Catherine Mayer, president of the Women's Equality Party. "The obligation of companies to publish data on their gender pay gap is a waste of time if they do not take action to close them."
There were, however, some glimmer of optimism. A small sample of the law firm GQ Littler found that 39% of companies had revised their recruitment procedures to close the gender pay gap, while 26% had conducted wage audits and 21% had changed pay policies. A total job survey found that 46% of organizations taking action to reduce the gender pay gap are actively promoting women into leadership positions.
Earlier this month, the National Statistics Office showed that the gender pay gap fell from 18.4% to 17.9% by half a percent, and the full-time pay gap fell from 9.1% in 2017 to 8.6% in April Fell in 2018.