Gender Pay Gap Reporting - CIPP policy whitepaper

GENDER PAY REPORTING

Looking ahead

As we approach the second snapshot dates 31 March 2018 and 5 April 2018, we asked respondents what they would do differently next year.

“Enter dates on bonus period in April if any paid”

“Prepare earlier”

“Create better reports to extract the data from the HR/Payroll system”

“Probably use payroll software”

“We completed a lot of additional analysis to try to understand our pay gap. Some of this analysis proved to not relate to the gap whatsoever (e.g. latest performance ratings), the data will be streamlined to focus on known issues”

“Hopefully let the payroll sort it out on a report. A lot been done manually this year”

Much work has been done this year to retrieve the correct data so many are feeling confident that the next gender pay gap reports will be less labour intensive. For year one, software has not always been able to deliver a fully automated solution and clearly there is much optimism within the profession that payroll software automation will improve the experience of reporting gender pay gap in the next year. An important area of communication continues to be needed between client and software developer.

47%

SAID THEY WOULD DO SOMETHING DIFFERENTLY IN THE SECOND YEAR OF REPORTING

12

THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS

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