We've been examining gender pay gap reports over recent weeks - it has kept us out of mischief and we thought you might be interested to read about some of our findings!
Employers with 250 employees or more were required to publish their gender pay gap data by 4 April. Most (but not all) met the deadline and since then the information has been published on a Government website. Over 10,000 organisations are logged, providing a wealth of information that enables you to compare gender pay gap figures with similar organisations.
The data is tricky to analyse, so we have developed a database which enables us to drill down and produce reports which provide powerful comparative data for you. The results make interesting reading, whether or not your organisation had to make a report.
The first round of gender pay reports should now have all been completed, so it is possible to analyse where companies stood in 2017. Gender pay reports have to be logged on a Government website, providing a wealth of information that enables you to compare with similar organisations.
The data is tricky to analyse, so we have developed a database which enables us to drill down and produce reports which provide powerful comparative data. You can download an example report with a summary of all results that had been submitted at the end of April from our Gender pay audits page.
We're pleased to say that Midland Heart's HR team have won the title of Best Reward Initiative at this year's CIPD People Management Awards.
Final regulations have now been published for mandatory gender pay gap reporting in the public sector.
The Equality Act 2010 (Gender Pay Gap Information) Regulations have been published and, subject to parliamentary approval, are expected to come into force on 6 April 2017.
Under the Regulations private and voluntary sector employers in Great Britain with 250 or more employees on the snapshot date will be required to publish an annual report on their gender pay gap. Check our equal pay audits page for updates.
The Government has recently signalled its intention for the proposed gender pay gap reporting regulations for the private and voluntary sectors to be extended to cover the public sector. We've summarised the proposals which also include some changes to the draft regulations that were set out earlier this year.
After the uncertainty of the EU Referendum and the ensuing political fall-out, it's clear that we need a period of stability (and a holiday?!) to catch our breath and take stock.
With a new Prime Minister and Cabinet, it remains to be seen whether there will be any change in direction that directly affects reward. However, it is clear from pledges already made by Theresa May that there is likely to be a more concerted effort to push forward on issues like gender pay gap reporting and boardroom governance.
Do employers feel that they have a responsibility to help close the gender pay gap? Surely most do, but the fact that so little progress has been made since the Equal Pay Act was introduced in 1970 clearly shows that they need to be more forcibly encouraged to play their part in helping address the problem.
In this context, the draft regulations on Gender Pay Gap Reporting that have recently been shared for consultation by the Government are to be welcomed as a step in the right direction. In this briefing we explain why.