Gender pay gap

What is gender pay gap reporting?

Under the Equality Act 2010 (Gender Pay Gap Information) regulations 2017 (SI 2017/172) in force from 6 April 2017 employers with more than 250 employees from the private and voluntary sector need to publish gender pay gap information. The gender pay gap is the percentage differences in pay between their male and female employees. The deadline for the first publication is April 4 2018. The gender pay gap information must be published on an annual basis thereafter.

Why should we publish our gender pay gap?

There are many reasons, besides the legal requirements, for why an organisation should report and work to reduce its gender pay gap. By ensuring that men and women are treated equally an employer can improve its reputation and its ability to attract and retain the best people. By actively addressing the gender pay gap an employer can enhance its employer brand and communicate to future employees that diversity and equality is important and that actions are continuously taken to improve inclusion and equality.

At an organisational level the benefits from closing the gender pay gap translate into higher business earnings and improved growth. Research from around the globe all lead to the same conclusion: gender diversity at all levels of an organisation leads to higher shareholder returns and a more engaged workforce.

Step by step guide:

The gender pay gap information must be published both on the employer’s website and on the governments designated website

  • Register on the government designated website
  • Identify the data you would like to analyse
  • Analyse your data
  • Establish a narrative for your gender pay gap with a clear action plan
  • Create a compelling communication piece including infographics, figures, narrative and action planning to be published on your website
  • Report your figures to the government designated website (make sure to include a link to your company´s gender pay gap report on your website)

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