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April 10, 2017

Gender Pay Gap Reporting

Gender Pay Gap

Will your report make uncomfortable reading?

From 5th April 2017 UK companies with 250 or more staff will be legally required to calculate and publish the difference in pay between male and female employees, under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The new legislation is being heralded as a watershed moment for gender equality and an important step forward in the campaign to put promote gender diversity in the workplace. Minister for Women and Equalities Justine Greening said:

Helping women to reach their full potential isn’t only the right thing to do, it makes good sense and is good for British business. I am proud that the UK is championing gender equality and now those employers that are leading the way will clearly stand out with these requirements”

Public, private and voluntary sector firms will all be required to take part in the rulings. The data will eventually be available on a government database and the deadline for companies to reveal their figures is April 2018. Download a summary of what you need to know about the new The Gender Pay Gap Regulations Summary April 2017.

According to Office of National Statistics,  the gender pay gap in the UK is 18.1%. It’s hoped the new regulations will make an important contribution to eliminating it completely. Alongside published figures, companies will also be encouraged to share action plans that demonstrate the steps they will take to close the gender pay gap within their organisation.

However it’s expected these reports may result in uncomfortable reading for some companies.

Many organisations will have concerns about the potential reputational risks associated with having a large pay gap. It’s hoped the public availability of Gender Pay Gap information will encourage employers to look seriously at the actions required to reduce or eliminate their Gender Pay Gap, in reality this may not be as easy to do as many think. Ann Francke, CMI’s chief executive, said:

The gender pay reporting regulations are a great way to encourage employers to figure out how they can equalise what they pay their men and women. Creating transparency and setting targets are just the start; businesses must take a hard look at the reality of the many causes, like casual gender discrimination.

We may live in more enlightened times but clearly we still have some way to go. Men and women have an equal role in creating a company culture that benefits all, so managers must call out any bad behaviour whenever they witness it.

Today’s regulation is a real opportunity to create a more inclusive, more diverse, and more productive workforce – all of which is vital if Britain is to thrive post-Brexit.”

The Glass Lift can help you go beyond just reporting the gender pay gap.

We help our clients understand the reasons for and complexity of their gender pay gap and support them in developing meaningful interventions to improve women’s (and other underrepresented groups) careers, develop inclusive leaders and increase workforce diversity.

For more information on how we can help reduce your gender pay gap, so your report doesn’t make uncomfortable reading, contact The Glass Lift Team. 




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