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Gender Pay Gap Reporting

Gender pay gap reporting was intended to be a quick and easy process. The reality is that, for many employers, particularly those with complex pay structures, it can be far from either. It requires scrutiny of every element of remuneration, as well as the employment arrangements of your workforce. Without the right support, it can be a long and difficult process.

Our team of employment and reward specialists has significant experience dealing with complex workforce structures and remuneration schemes. We can manage the full gender pay gap reporting process: from ensuring legal compliance, to obtaining insights from your data, and finally to preparing your report. We work with large national and international employers from a wide range of sectors on their UK gender pay gap reporting obligations. We also advise on gender pay gap reporting requirements worldwide. 

We break gender pay gap reporting into three main “phases”:

  • Ensuring compliance.  Gender pay gap statistics are only as reliable as the data that goes into them. We have extensive experience of advising employers on how to treat their pay elements for the purposes of gender pay gap reporting. We can work with your payroll team and other stakeholders to help ensure you gather the correct data and only count the “relevant employees” in scope. We can also advise on more complex elements of remuneration that might be within scope of gender pay gap reporting, such as stock options or RSUs.
  • Understanding your statistics. Gender pay gap statistics are a very blunt tool for assessing the extent of any workplace inequality and tell far from the whole story where gender equality is concerned. We can apply a range of statistical techniques to help you put your headline statistics in context and understand the real drivers behind your gaps. By drilling down into your figures to look at gaps by grade, department, job title or other relevant measure, we can help you assess whether you may be running any equal pay risks that warrant further investigation and action. We can hypothesis test your data - for example, answering questions such as what would your gaps now (or in the future) be if there were gender equality at board level? What about at entry level? We can also apply advanced statistical methods such as regression analysis to help you understand how much gender is really contributing towards your gaps.
  • Preparing and acting on your report. Gender pay gap reports are read by your employees, competitors, suppliers and clients/customers, as well as national and industry press. They set the tone for your organisation’s approach to workplace gender diversity and, if done properly, can help promote your employment brand – or can damage it if you get it wrong. We both draft and review our clients’ gender pay gap reports, helping add important context to their statistics and highlighting their diversity initiatives. Our lawyers, and experienced HR consultants through our Worksphere service, can also work with you to achieve your gender pay gap goals through training programmes and other targeted action.

Contact us for more information on how we can help you with your gender pay gap reporting.

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