The Chartered Institute of Payroll Professionals ……………………………………………………………Policy News Journal
“What gets measured gets managed and what gets published gets managed even better. Gender pay gap reporting will encourage all companies to put diversity and inclusion at the heart of their practices and work hard to ensure progress in this area.”
Ann Francke, Chief Executive of the Chartered Management Institute said:
“Gender balance provides a big boost to productivity which is one reason why the Government's gender pay regulations are especially timely. Large organisations will have to report the number of men and women they employ at every quartile, and the difference in their salaries and bonuses. Too many organisations resemble a glass pyramid, with the majority of entry-level roles filled by women, and the number of women reducing the higher up you go. “According to CMI’s long-running research, the gender pay gap has stuck stubbornly around 23%. Men are 40% more likely than women to be promoted in management roles. The combination of transparency and targets will help employers become more aware of their own glass pyramid and encourage them to do something about it. This is great for business because diverse teams are more productive and boost employee engagement. Through our CMI Women campaign we’re working with employers to use best practice and the regulations as a launch pad to achieve gender balance in their teams to drive productivity.”
Read the full press release from GEO.
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Gender Pay Gap public sector draft regulations published 24 January 2017
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 have been laid before parliament for approval before coming into force on 31 March 2017.
These regulations extend the duty to public sector employers with over 250 employees to report and publish gender pay gap information on an annual basis.
Geographical extent – the legislation extends to Great Britain. It applies to specified public authorities in England, specified crossborder authorities in Wales and also those operating across Great Britain, in relation to non-devolved functions. Separate regulations made by the Welsh and Scottish Ministers under section 153(2) and (3) of the Act apply to relevant Welsh and Scottish authorities respectively.
The government has tried to mirror the regulations which apply to the private and voluntary sector with over 250 employees, where possible, but there are a couple of main differences:
The public sector regulations use a ‘snapshot’ date of 31 March each year, whereas the regulations under section 78 of the Act (for private and voluntary sectors with over 250 employees) use a date of 5 April. Employers are to use data from this ‘snapshot’ period for their reporting obligations. The different dates reflect responses to the public consultations on the proposals - for the public authorities subject to these Regulations, 31 March better aligns with existing reporting requirements and practices. The Equality Act 2010 (Specific Duties) Regulations 2011 included an obligation for those public authorities with 150 or more employees to report on the diversity of their workforce. This new requirement complements the explicit gender pay gap reporting requirements for organisations with 250 or more employees.
Guidance will be published in due course.
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Mandatory Gender Pay Gap Reporting - Public Sector 27 January 2017
Alongside the recently published draft regulations, the government has also published their formal response to the consultation on mandatory gender pay gap reporting for public sector employers.
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