Policy News Journal - 2017-18

CIPP survey on ‘Enforcing the Gender Pay Gap Regulations’ 15 January 2018

In order to represent the views of the payroll profession, please take a few minutes to share your views on the government’s planned approach to enforcing the gender pay gap regulations.

The date is fast approaching when thousands of employers must have reported and published their Gender Pay Gap (GPG) figures and the Equality and Human Rights Commission (EHRC) has published a consultation which details their planned approach to enforcing the gender pay gap regulations.

If you haven’t already completed the EHRC online survey , please take a few minutes to complete the CIPP's survey .

To complete the survey, please read through and have to hand the proposed Gender Pay Gap Regulations (GPGR) enforcement policy .

The survey has a total of 15 statements, each with the option to choose ‘agree’, ‘disagree’ or ‘neither agree nor disagree’.

There is the option to explain your answers in comments boxes and if you disagree, it would be really useful if you can say how you think the government could do things differently.

The closing date for comments is Thursday 1 February 2018.

Thank you for taking the time to complete our survey .

Gender pay gap reporting and HR implications The CIPP run a half day training course designed to give delegates details of their responsibilities to meet the mandatory gender pay gap reporting, and covers details of what information is required to enable these reports to be created accurately and on time. For full details see the payroll training area on our website.

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Free Gender Pay Gap Webinar available to CIPP members 25 January 2018

The CIPP and CIPD have worked together to produce this webinar which is available to all CIPP and CIPD members free of charge. The aim of this webinar is to help you write a positive, qualitative narrative to support your organisation’s gender pay gap results. It covers six key areas:

1. What does your data tell you? 2. Why is there a gap? 3. How will you address the gap? 4. If you are unable to address the gap due to mitigating circumstances, what is the rationale?

5. When will you address the gap? 6. How will you measure progress?

A key point to make is that pay alone will not address the gap, therefore you need to look at this as part of your wider pay and reward strategy.

Visit My CIPP on our website to view the CIPP/CIPD webinar.

Should you require more support and information relating to Gender Pay Gap reporting, the CIPP also provides:

 The Gender Pay Gap ‘story’ within the policy news journal which contains relevant CIPP news items and links to further information  A Gender Pay Gap reporting and HR implications training course –available both online and face to face

The Chartered Institute of Payroll Professionals

Policy News Journal

cipp.org.uk

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