Government also added that employers can view the diverse range of action plans produced by organisations in the first year of reporting on the Government portal to assist with their own action plans in the second and subsequent years.
GEO guidance In February the Government Equalities office (GEO) published two new pieces of guidance to help employers.
‘Eight ways to understand your gender pay gap’ asks companies to identify potential areas for improvement, such as; whether women tend to enter the company in lower paid positions than men, whether there is a difference in performance scores within the organisation depending in relation to gender and whether individuals who are employed on a part-time basis are being supported to advance within the company. Alongside this, the GEO also published a ‘four-step guide’ to help companies develop an effective GPG action plan. The guide encourages employers to analyse and understand why they have a gap, working with staff to find out what they can be doing better and developing an action plan accordingly.
The guide also encourages businesses to give the action plan time to make an impact, so it will be interesting to see the trends year on year as GPG reporting continues to the 5-year review point in 2022.
Back to Contents
What works to reduce the gender pay gap: action for employers 29 March 2019
The Government Equalities Office has published guidance for employers on the evidence-based actions they can take to support women to progress, to help to close the gender pay gap and increase gender equality in the workplace.
According to the GEO, one of the drivers of the gender pay gap is that women are not progressing in the workplace as fully as their talents would allow. Improving, measuring and evaluating recruitment, promotion and talent management processes; supporting part-time workers; and creating an environment where women feel that they fit and belong, can enable women to progress. By taking steps to support women to progress, employers can make the best use of their skills and experience, help to attract and retain talent, and improve productivity and performance. Evidence suggests that the following actions can support women in your organisation to progress and help to close the gender pay gap.
• Create an inclusive culture • Support women’s career development • Progression for part-time workers • Improve recruitment and promotion processes • • Measure and evaluate policies to support diversity and inclusion
The four-page guidance action note sets out in more detail how employers can support women to progress to help to close the gender pay gap and increase gender equality in the workplace.
An infographic poster has also been published which sets out the evidence-based high level actions employers can take.
Back to Contents
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
Page 131 of 598
Made with FlippingBook - Online magazine maker