Employers with 250 employees on the “snapshot date” are required to prepare and publish a report on their Gender Pay Gap (the difference in pay between male and female employees i.e. those who identify as either). The snapshot date for organisations other than public authorities is 5th April, and the report must be published on both the organisation’s own website and the designated government website no later than 4th April of the following year.
As well as actual pay, the “gap” is determined by reference to bonuses, and by placing male and female employees into quartiles which is a powerful way of identifying if the highest paying jobs are still predominately filled by men.
Just as important as identifying the Gender Pay Gap, however, is recognising the reasons why it exists and putting initiatives in place to reduce (and eventually eradicate) it.
This forms the narrative which accompanies the figures in the report but more crucially it should also inform the employer’s actions over the next year
Now is the time when employers should be starting to collate their information in order to prepare their report. They should also be looking back at what they have done over the previous year, reviewing the success of any initiatives taken, and considering what more they can do to tackle the problem of gender pay inequality.
HRSolutions can assist you by doing the calculations, working with you on the narrative, preparing the report for you in an appropriate format, and publishing it to the government website.
