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Gender Pay Gap Reporting

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires employers with 250 or more employees to publish information relating to the gender pay gap annually.

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Beyond regulatory requirements, increased scrutiny and media coverage of Gender Pay Gap reporting has sent this topic high up in the business agenda, becoming a core aspect of wider diversity and inclusion efforts. 

This is no longer a ‘box ticking’ exercise, nor is Gender Pay Gap reporting about just the headline numbers. Organisations can fall down the trap of overwhelmingly focusing on the process for meeting the legal requirements, rather than looking ahead at the story that the numbers are trying to tell.

In addition to the required metrics (mean and median Gender Pay Gap, proportion of women and men receiving a bonus, etc.), we can conduct additional analytics to delve deeper into understanding what the numbers are really saying such as:

  • Breakdowns by business area, location, length of service and/or other demographic factors.
  • Year-on-year analyses.
  • Impact assessments of changes to your workforce.
  • Impact assessments of changes to your pay and incentive programmes.

Critically, we can also support you with developing a narrative that tells the story of where you are, where you want to go and what that journey looks like.

If you want to understand the root cause of differences in gender pay or just need someone to crunch the numbers and/or help you tell the Gender Pay Gap story, get in touch today. You can find out about more of our reward analytics services here too.

Get in touch here to find out more about how we can help

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