Gender Pay Gap Reporting
Are you ready for the Gender Pay Gap reporting deadline?
Gender Pay Gap reporting was enacted in early April 2017 as a way for organisations to begin to identify and improve gender pay gap issues. Employers with 250 or more employees must publish and report specific figures each year related to gaps in gender pay.
Gender Pay Gap reporting includes the difference between the average earnings of men and women, and is reported relative to men’s earnings. Employers must also publish the gender pay gap data and a written statement on their website, and report the data to the government online using the gender pay gap reporting service.
For public sector organizations, the deadline for reporting is 30 March, and for businesses and charities the deadline is 4 April. Part time and job-sharing employees must be counted as individual employees, while some partners and consultants are not included in the employee totals.
The gender pay gap reporting service helps employers report the correct information to the government including; the mean and median pay gap in hourly pay, the mean and median bonus pay gap, the proportion of males and females receiving bonus payments, and the number of males and females in each pay quartile. The reporting service ensures all of the relevant data is included in the report.
Gender pay gap reporting is an important first step to identify gender pay gap issues, but how can organisations fix the problem? There are many resources and tools from the Government Equalities Office to help manage and correct gender pay gaps in your organisation. You can read one of the helpful tool kits by clicking here: “Gender Pay Gap: Closing it Together”. The Advisory, Conciliation and Arbitration Service (ACAS) website also offers detailed information on how to manage your organisation’s gender pay gaps once they have been identified. Visit http://www.acas.org.uk/index.aspx?articleid=5768 to learn more.