Gender Pay Reporting


There have been a lot of headlines in the media recently about gender pay, and often these headlines have confused the issue of gender pay gaps (which is the subject of recent legislation and which we'll talk more about below) and equal pay (which is a slightly different thing and for which the legislation has been around for a lot longer).

A recent article in XpertHR commented on the media coverage of goings on at the BBC. And if this can happen to such a well-resourced and supposedly well-advised organisation as the BBC, its no wonder that some smaller and less well-resourced organisations are getting a bit worried.

As we know, all organisations with more than 250 staff need to publish their gender pay gap by April 2018. This is not the same as carrying out an equal pay audit, which many organisations will already have been doing, although some parts of the data may appear similar and overlap.

The most detailed source of guidance is on the ACAS website here. This talks you through WHAT you need to do and HOW you can do the calculations.

What's worrying most organisations, though, is what you do with the outcomes of this analysis and how you add some narrative to your gender pay data. And whilst it is very important to comply with the requirements to publish, what will get reported on and will impact your reputation is the narrative - so our advice is pay as much attention, if not more, to the narrative itself.

As the data is historical there is nothing you can do about the gender pay gap once it is there, however you can seek to understand it, explain possible reasons for it, and set out things you can do to address it - and here's where we can help.

If you want to have a discussion with us to help you with your narrative and creating actions to help you close any gender pay gap - get in touch.