It's not just about the headline figures...
we like to really understand your business
to explain what the numbers actually mean.
Knowing the detail of the pay gaps in your organisation makes sound business sense - and larger organisations have to publish their gender pay gaps annually. We can analyse the data for you, explain our findings and provide you with support and advice on any risk areas we find.
Gender Pay Gap reporting
Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees.
The following needs to be reported:
There are specific definitions that need to be followed, for example about what should be included within 'pay' and 'bonus'.
How must companies comply?
The data must be published on the employer’s website, remaining there for three years, and must also be uploaded to a Government website.
Reporting on your gender pay gap is a systematic task, but you also need to consider what the data says about your organisation.
While placing greater focus on fair pay, the publication of adverse results or the failure to comply with the legislation may lead to negative publicity and damaged reputations. In extreme cases, any resulting equal pay claims could be costly.
When publishing the report, you should consider whether to include additional context to the figures in supporting commentary. This could be to explain any actions being taken to address pay gaps or to explain how they compare with peer organisations.
As reporting is annual, you will need to think carefully about how to make improvements to the statistics year on year - and how to use the process to help improve your business.
As well as considering adjustments to your pay practices, you may need to look more deeply at processes to mitigate against gender bias, to encourage career progression and perhaps examine how managers are trained.
Helping you prepare your report
The reporting process can be time-consuming and daunting, so we regularly conduct equal pay audits for clients, either to check the current position or as part of the process of developing and implementing new reward practices. We offer two audit options:
1. The Standard Audit Service
We will accurately assemble the gender pay metrics that you need to report.
To capture the right data, we will give you a template to populate, along with guidance notes that explain the information that you need to include.
We will then summarise this in a report template ready to be signed off and published. You can add any further commentary to the results to help present them in the best context.
2. The Full Audit Service
This is aimed at organisations who want to go beyond the gender pay legislation's requirements. It also suits smaller organisations who are keen to understand more about their equal pay position.
We will conduct a more detailed analysis of your gender pay data, such as by job level, full time/part time roles and by function, business unit and region.
The review can also be extended to cover other comparisons, such as by ethnicity and disability, depending on your structure and the data you collect.
We can also consider the wider elements of your total reward package, such as allowances, bonuses and benefits to provide a full picture.
Our findings will be set out in a report that clearly explains the issues. We will identify any pay gaps and bring these to your attention, helping you to focus on any high risk areas.
We can conduct a broader assessment of your reward practices, highlighting the strengths and weaknesses of your pay and grading structures, as well as the potential for any unintended equal pay risks.
Finally, we can also work with you to devise an action plan to reduce any risks that we identify.
'EBRS supported us with translating quite a technical concept into a practical project plan and shared key milestones that we needed to follow.
How we can help you to compare with your peers
The Government provides a website from which you can download the gender pay metrics from all submitted returns.
To draw valid comparisons with your peers is not easy, but we have developed a database which enables us to drill down and look at the published information to assess how you compare with similar organisations. We also use this to show the trends in your figures against your previous returns. It also puts things into perspective by showing exactly where you rank against your peers.
We will then present the data in a table that compares your data for each measure with:
As there is a time lag between data submission and its inclusion on the website, we can also search for specific organisations' gender pay gap reports and incorporate this data for you.
The cost for this service depends on the level of analysis you need. Pricing starts from £200 plus VAT for a report that compares your data with the whole sample and your size range.
To add one sector will bring the cost to £400 plus VAT; adding a second sector will make the total fee £600 plus VAT.
Download an example report
Click the image below to download an example report. This includes analysis of the actual overall sample of results that had been submitted at the end of April 2019, which you can use. It also shows the type of additional analysis that you can expect in our £600 report.