Gender Pay Gap Reporting - CIPP policy whitepaper


Snapshots from the viewing service

Scanning published reports reveal how diverse companies are when it comes to displaying their gender pay gap data together with the written statements and narratives but also what action companies are taking to address gender imbalance and reduce their gender pay gaps.

Acas Comparison of mean pay in Acas shows a gap in favour of men of 7.1%, against an 11% gap across the whole Civil Service. Comparison of median pay shows no gap, while across the whole Civil Service the gap is 12.7%.

Acas’ pay system covers Civil Service grades ranging from administrative to managerial level. Grades vary according to the level of responsibility that staff have. Each grade has a set pay range with pay gaps in between grades. Staff are expected to move through the pay range for their grade. The longer period of time that someone has been in a grade the more they would be expected to earn irrespective of their gender. Acas, who worked with GEO to bring us the gender pay gap guidance, is committed to fair pay irrespective of gender. Some of their initiatives include: l Support for women returning to work - through shared parental leave, job sharing, compressed hours, part-time, and term-time only opportunities. l Helping women progress in their careers - through development conversations with their line managers, development opportunities, and talent management schemes such as a ‘Step Up’ programme. l Encouraging men to take advantage of arrangements which enable them to fulfil their caring responsibilities, such as shared parental leave, part time working and compressed hours. l Monitoring pay - to identify pay differences and take targeted action where appropriate, within Civil Service pay controls. l Anonymised application process to reduce the potential for unconscious bias and ensures that all interviewers have undergone unconscious bias training. BP BP has five UK entities with at least 250 employees and they have a gender pay gap that varies across these UK businesses, ranging from –0.1% in BP Chemicals to +30.5% in BP Exploration. Their gender pay gap exists mainly because they have differing proportions of men and women at different levels in the workforce and in specific roles that attract higher pay, bonuses or allowances. BP’s written statement fully explains their data and what actions they are taking to address their gender pay gap . BP operate in an industry that relies heavily on roles requiring STEM (science, technology, engineering and mathematics) skills. For 50 years BP has been investing in STEM education – encouraging boys and girls alike to pursue these challenging and rewarding careers.



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