Support for women returning to work - through shared parental leave, job sharing, compressed hours, part- time, and term-time only opportunities. 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. 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. Monitoring pay - to identify pay differences and take targeted action where appropriate, within Civil Service pay controls. Continuous improvement of the recruitment process: Acas has anonymised the application process to reduce the potential for unconscious bias and ensures that all interviewers have undergone unconscious bias training Focus on gender equality: Acas has made gender equality a central part of its Equality Objectives.
Acas’ full gender pay gap report can be accessed through GOV.UK’s gender pay gap viewing service .
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Equality and Human Rights Commission publishes gender pay gap 30 August 2017
Although the EHRC is not required to publish details of its gender pay gap as it has less than 250 employees, it is leading by example and bucking the trend as they have published their report and it shows that on average its female employees are paid more than men.
The gender pay gap figures from the Equality and Human Rights Commission (EHRC) reveal that women on average, earn more than men and outnumber men at senior levels.
EHRC believe that transparency, reporting and monitoring is an important step to tackle the inequalities that are revealed through examining pay gaps; hence the publication of their data when not actually required to under the gender pay gap regulations. Private and voluntary sector employers need a senior individual to sign off on their gender pay reports. In line with the existing specific duties, this is not required from specified public authorities. The EHRC has gone over and above what would be required if they employed 250 plus employees as they have provided a written statement which explains that their figures are sensitive to any small changes in staffing at senior levels due to their relatively low number of employees.
The written statement is a critical element as it gives employers the opportunity to explain their particular circumstances.
Confirming the accuracy by an officer of the company is the minimum mandatory requirement for private and voluntary sector employers thus discouraging employers from publishing inaccurate data. The employer is free to expand on their narrative and is positively encouraged to do so.
The EHRC include in their gender pay gap report that:
“Publishing pay gap data should be about looking at ways to improve opportunities and pay and to guide action in organisations. It should also be seen as a way to talk about what your commitments are to diversity and inclusion and to taking action.”
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New drive to end the gender pay gap 30 October 2017
The Prime Minister has announced a new drive to improve workplace equality – calling on more companies to report their gender pay gap and take action to close it.
The Chartered Institute of Payroll Professionals
Policy News Journal
cipp.org.uk
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