Gender Pay Gap Reporting
Gender pay gap reporting was intended to be a quick and easy process. The reality is that, for many employers, it can be far from either. Gender pay gap reporting requires scrutiny of every element of compensation and the employment arrangements of your workforce. Without the right support, it can be a long and difficult process.
To request a call back and find out how we can help with your gender pay gap reporting, fill in the form below:
Our team of employment and reward specialists has significant experience dealing with complex workforce structures and compensation schemes. We can manage the full gender pay gap reporting process: from ensuring legal compliance, to identifying causes behind your pay gap, and preparing your report.
We regularly 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 other types of pay gap , as well as 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 help your payroll, HR and legal teams with all aspects of gender pay gap reporting including ensuring you gather the correct data, identifying the “relevant employees” who should be counted, and advising 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. By drilling down into your figures to look at gaps by grade, department, job title or other relevant measure , we can identify and understand the real drivers behind your pay gaps, help you assess whether you may be running any equal pay risks that warrant further investigation and action, hypothesis test your data, 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 more complex 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. With our years of experience advising clients from a range of sectors, we understand the wider industry issues. Our lawyers, and experienced HR consultants can also work with you to achieve your gender pay gap goals through training programmes and other targeted action.
Fill in the form to request a call back and find out how we might be able to help with your gender pay gap reporting:
Our gender pay gap reporting insights
Gender pay gap reporting08 September 2022
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the “Regulations”) require employers to report on the gender pay gap in their organisation.
Gender and ethnicity pay gap data and staff resistance – Tom Heys comments for FT Ignites Europe27 July 2022
As staff become more aware and sensitive to the collection and use of their personal data it can cause diversity initiatives at companies to be stifled, or worse, falter entirely. Tom Heys, our gender and ethnicity pay gap reporting expert, comments for the FT Ignites Europe publication to explore the issue further.
SMEs in Northern Ireland: adapting to change and being progressive21 July 2022
In recent years, Northern Irish employers have had to quickly adapt to manage the impact of Covid-19 on workplaces and move to remote and hybrid working arrangements. As the war for talent continues, employers face an increasing need to keep up with and accommodate employees’ changing and diverse needs.
Gender pay gap reporting in Ireland – updated guidance clarifies some (but not all) tricky issues20 July 2022
The gender pay gap reporting regulations in Ireland were published last month. Straight away, a number of issues with interpretation were apparent. The government has now clarified some (but not all) of these.
Tom Heys comments for Employee Benefits: Why employers need to think about ethnicity and gender pay gaps15 June 2022
Gender pay gap reporting has successfully increased focus on one aspect of diversity, with high levels of compliance.
Gender pay gap reporting in Ireland – regulations finally published06 June 2022
The government published the gender pay gap reporting regulations setting out the detail of the reporting obligations under the Gender Pay Gap Information Act 2021 on 3 June 2022.
Gender pay gap reporting: 5 years on28 April 2022
Now that we’ve had gender pay gap reporting regulations for over 5 years, we’ve taken a look at the impact of the regime.
Gender pay gap reporting 2021: our analysis of the latest results07 April 2022
Employers had until 4 April 2022 to publish their gender pay gap statistics relating to 5 April 2021. Now that the results are in, we’ve taken a look at what they reveal.