Gender pay gap reporting is with us. From 5 April 2017 (31 March in public sector) companies with 250+ employees will be required to calculate and publish their gender pay gap.
There’s loads of information. So we have distilled a shortlist of the top 10 resources we’ve come across from strategic imperative to practical reporting steps. It’s all here:
THE REASON: gender pay reporting is really about gender parity, not pay, and McKinsey’s ‘How advancing womens’ equality can add $12 trillion to global growth’ is a powerful message.
THE BUSINESS CASE: in ‘Trailblazing Transparency’ the Government Equalities Office provides helpful statistics on the business case behind gender pay gap reporting.
SOME EVIDENCE: a sound perspective on what actually makes a difference from thought-leader Duncan Brown at IES.
A CALL TO ACTION: our blog summarise 10 reasons to cut your gender pay gap.
A LEAGUE TABLE: the European Commission publishes gender pay gap figures for the EU and each of the 28 individual member states.
A SUMMARY: we’ve summarised key aspects of the regulations for reporting your gender pay gap.
A PLAN: KPMG have shared their plan with five simple steps that take you from reporting systems to publishing.
THE GUIDELINES: ACAS & GEO have developed a practical guide with clear explanations of the terms and what is required.
SOME DATA: the ONS have an interactive tool so you can compare your gender pay gap to that in a wide range of jobs.
SOME ADVICE: this straightforward BBC article outlines six ways to tackle to tackle your gender pay gap.
What would you add?
Photo by JD Hancock