Julie Duane, Solicitor Advocate at CG Professional
The Gender Pay Gap (GPG) debate is now a regular feature in the news agenda. Since the regulations came into force in April 2017, large private and voluntary sector employers with more than 250 or more employees are now required to publish their figures.
Employers must publish the overall gender pay gap figures, details of bonuses, and proportion of men and women in each pay band.
Approximately 40% of the firms who have published their 2019 report so far have reported a widening of the gap from last year. This year’s reports also show 74% have a gender pay gap in favour of men whilst 14% favour women.
CG Professional have put together this overview of the guidance published by the Government Equalities Officeto help assess whether your company may have agender pay gap.
- Do people get “stuck” at certain levels within your organisation? Examine the gender balance in your internal seniority structure.
- Is there a gender imbalance in your promotions? Assess each stage of the application process.
- Are women more likely to be recruited into lower paid roles? What proportion of applicants are women at each level within the organisation?
- Do men and women leave your organisation at different rates each year? Surveys can identify structural issues affecting retention.
- Do particular aspects of pay differ by gender? Do men and women carrying out comparable work equally receive bonuses, pay for unsociable hours, or overtime?
- Do men and women receive different performance scores? Managers should monitor equal opportunities, equal resources for development and equal professional support.
- Are you supporting part-time employees? Senior positions could be restructured to introduce job shares, equal training opportunities for both full and part-time staff.
- Are you supporting both men and women with caring responsibilities? Organisations should consider flexible working, shared parental leave and paternity leave.
Once the assessment has taken place, an action plan for positive change can be created. The data should be analysed to identify the root causes of an organisations gender pay gap before consulting with awide range of stakeholders including staff, representative bodies and management to gain their support and engagement.
A plan can then be created or revised and embedded into the business. Closing the GPG is not going to be a quick fix so it is key to set dates and targets to review progress and nominate an individual to oversee the progress.