Although it feels like you only just submitted your Year 2 Gender Pay Gap Reports, with only 10 months left until the next reporting deadline now is the time to get your 2019/20 figures calculated, before we all start thinking about kicking back for the summer break.
5th April 2019 was the snapshot date for next year’s reporting (or 31st March 2019 in public sector employers) so there is no excuse to not get started now. With little movement in last year’s figures the pressure is growing from all stakeholders to take action, and stop this being simply a tick box exercise. You can read more about this in my article in Personnel Today this week here. Last week Hilary Spencer, the director of the Government Equalities Office, told the House of Commons Treasury Select Committee that requiring employers to submit more information on their policies to close their gender pay gap and requiring them to provide more data, for example on maternity leave and job tenure was one of the proposals being discussed for implementation before the next scheduled review in 2022.
So make sure you give yourself the time to calculate the headline metrics, but more importantly analyse and understand what they are telling you about potential talent pipeline blockages or leaks that may be impacting the representation and progression of female talent. You might also consider setting up some other metrics to track throughout the year that will give you more meaningful insight into potential root causes for your gender pay gap: We recommend the following:
|Pay Related Metrics||Non-Pay Related Metrics|
|Comparison of new hire salaries||Applicants vs successful applicants|
|Comparison of new promotes salaries||New hires by job level|
|Comparison of Salary/Bonus allocation during annual review||Promotions by job level|
|Numbers of LTI or incentive plan eligible employees by gender||Tenure in job grade|
|Comparison of the number of ad hoc increases/spot awards||Take up of part time/ reduced hours working by gender|
|A view of pay equality among the best-rewarded employees||Employee turnover by job level|
|Percentage of women returning from maternity leave who receive pay rises in line with those awarded in their absence||Performance rating allocation|
If you would like to find out more then why not join us at A Think Tank for HR Professionals: Gender Diversity: Closing the Pay Gap & Fixing the Pipeline.
Posted by Ruth Thomas
Industry Principal, Curo.LinkedIn