Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. As the  deadline approaches, see CE Back Office’s 8 tips to reducing yours…

1 – Review your Recruitment Processes

Introduce blind CV reviewing to remove unconscious bias. Ensure women are part of the recruitment assessment team. Use standardised questions and predefined assessment criteria to avoid bias.

2 – Flexible Working

Only 10% of job adverts mention flexible working. Advertise and offer flexible working on all jobs. Flexible working options including part time work/remote working/job sharing/compressed hours/flexible working time.

Policy is not enough – you need to change your company culture. Make sure senior leaders take an active role to model flexible working running successfully.

3 – Childcare

One of the main causes of the gender pay gap is the issue (i.e. the expense) of childcare. With the removal of new entrants to childcare vouchers this is something that has the potential to become a bigger issue. Ensure you offer support to working parents whether it be education of other incentives available (such as childcare tax credits), operation workplace nurseries or providing flexible working.

4 – Stop Asking Candidates for Previous Salary

Offering a salary to a new recruit based on their previous salary will reinforce gender pay disparity from their previous employer. Instead offer your new recruits a salary based on the worth you perceive.

5 – Paternity Leave / Shared parental leave

Uptake of paternity pay is circa 25% and shared parental leave even lower. One reason is that very few firms make it financially viable. If you are offering enhanced maternity pay offer shared parental pay and paternity pay at the same level.

6 – Encourage Salary Negotiation by Showing Salary Ranges for Roles

Research shows women are less likely to negotiate their pay. This is believed to be partly due to women not being sure of what is a reasonable offer. Employers can avoid this by clearly communicating salary ranges for roles encouraging women to negotiate their salary.

7 – Culture

In order to change your gender pay gap, you need to change your culture. Consider education / awareness and be transparent on processes and policy to remove the gender pay gap/criteria for promotions/rewards.

8 – Set Targets

Be realistic (it’s not a quick fix) but having targets and measuring the impact of your changes will ensure you remain on track to removing your gender pay gap.

Improving your gender pay gap is not something that can be sorted by reviewing once a year. Its needs to be a cultural shift in your company and must come from the senior leadership team. We’d love to hear about the changes and success stories from your business. 

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