For better understanding let us look at the case of Hallam Trustee Diocese v Connaughton (1995). Connaughton had worked as a music studio manager in 1990 until she resigned in April 1994, having taken effect in September 1994. Her post had been advertised with a salary of £13,434 per annum; however she was paid £11,138 a year. Eventually, on 1 January 1995, a man was appointed to the same role on a salary of £20,000. The EAT ruled that she was entitled to bring a claim comparing her successor's pay. Another example is Kells v Pilkington plc. (2002) Kells was a research scientist and claimed to have done similar work to two male research scientists who had previously been employed by Pilkington, but was paid less than both. Although they had been hired more than six years earlier, she was still allowed to make her claim against their pay (Daniels & Macdonald 2005, p.157). These are real-life examples that illustrate the gender pay gap at work. There is understandable enormous frustration that companies are not doing more to minimize inequality. Trevor Phillips, who chairs the Equality and Human Rights Commission, told the Observer: “At the current rate, it will take at least another two decades to close the pay gap. Women working full time earn on average £330,000 less than men over their working lives - that's the price of a family home. It is surprising that we continue to think that this is something a decent society can live with” (Revill, 2008, p..