Gender Pay Gap Reporting - CIPP policy whitepaper

GENDER PAY REPORTING

Research findings summary

Our research included an electronic survey which ran from mid-February for two weeks and was open to all payroll professionals. Research also included a roundtable gathering of CIPP members and members of the wider payroll profession, who met together with representation from the Equality and Humans Rights Commission, who had recently closed their consultation Closing the gap: Enforcing the gender pay gap regulations .

This roundtable was met with the biggest response so far given to a membership roundtable with a total of 22 attendees expected to attend.

The aim was to discover what the experience of the first year had delivered, the positives, the negatives, the lessons learned and the adaptations made. Whilst recognising that it is still early days, we looked to discover what the impact or perceived impact has been to an organisation as a result of the publication of their figures.

We wanted to cover as wide a view point as possible from the many disciplines covered within the professions represented, including:

l Software development l In-house payroll professional

l Specialist payroll bureaux l Accountants or bookkeeper l Consultancy l Technical writers, training and education

The discussion points covered included guidance & education, software support, previous experience with gender pay gap reporting and communications.

The main points to come out of the roundtable discussions and the survey are covered in relevant sections that follow. The full results of the survey are available to view: CIPP survey results on Gender Pay Gap Experiences - March 2018 .

Survey respondents

OVER 50%OF RESPONDENTS ONLY GOT INVOLVED IN GENDER PAY GAP REPORTING WHEN GUIDANCE WAS PUBLISHED

n As an employer i.e. own organisations

24%

n As a payroll service provider/agent on behalf of clients

76%

n Private and

30%

voluntary sector

n Public sector

70%

10

THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS

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