10 reasons to come to Verditer for pay gap reporting

09th April 2025

Samantha Gee

In the UK, the deadline for reporting 2024 gender pay gaps has just passed. Over 15,300 employers have submitted data to the government portal. Incredibly, despite having a year to publish, nearly ¾ did so in the last two weeks, and over 200 have reported late so far.

In Ireland, the snapshot date is fast approaching and the new threshold means many more employers will be required to report in 2025.

Are you starting the next reporting year with a new ‘resolution’? A commitment to pay equity by using the reporting process as an opportunity to share your story and take action early on before the next deadline is upon us.

The good news is, we can really help. In the latest of our series of ‘Top 10’ blogs celebrating ten years of Verditer Consulting, I’ve shared ten reasons why it’s a good idea to come to us for your pay gap reporting:

1. We are specialists

We do pay gap reports all the time and know what we are doing. For example, lots of law and accounting firms trust us to run their reports.

We run reports for the UK and Republic of Ireland, but have also completed global analysis. We’ve also run sector analysis which looks across organisations.

2. We can act swiftly

We have the resources and can swiftly run your analysis once we have worked through a cleaning process with your payroll data.

This gives you time to communicate internally, publish ahead of competitors, and make progress on some of the actions needed before the next set of figures are due.

3. We run further analysis

Our reports not only include the regulatory figures, but additional analysis to help you understand what is driving any pay gaps.

And help inform your action plan and narrative.

4. We go beyond gender

Our pay gap expertise includes analysis by ethnicity, disability, sexual orientation, black heritage, and social mobility.

If your employee data is not currently available, we can advise on how to collect it for future analysis, especially as it looks like the Equality (Race and Disability) Bill will mandate reporting of ethnicity and disability gaps in Great Britian and the Department for Communities in Northern Ireland included it in their consultation too.

We do CEO pay ratios too and can guide your choice of the four calculation options, informing commentary for your Director’s Remuneration Report.

5. We can combine two characteristics

Where data is available, we can review pay gaps for more than one minority group (e.g., ethnic minority men compared to white men, black women, and white women) through intersectional analysis.

There’s a lot of evidence that pay gaps are inter-related and affect those in more than one minority group.

6. We know how to do the trickier stuff

We know how to do the trickier voluntary reporting. For example, partnerships where ‘total cash’ reporting provides a fuller – and more honest, I’d say – picture of your pay gap; or global pay gaps using weighted averages so that currencies and cost of living don’t skew things.

7. Competitor analysis is included

As standard we collate the figures (both reported and from narratives) for an agreed group of competitors to help you put your figures into context.

This enables you to start to put your figures into context and helps prioritise your actions.

8. We can help create your action plan

We facilitate workshops to explore the analysis, discuss actions and goals, and integrate these into your equality action plan. Our directors have a unique combination of both reward and DEI experience.

This is currently voluntary in the UK, but likely to become mandatory when the Employment Rights Bill is passed. It’s already a legal requirement in the Republic of Ireland and is included in the proposed Northern Ireland regulations too.

9. We draft clear and authentic narratives

We can prepare a draft voluntary narrative on your behalf to publish alongside your figures. This is the opportunity to provide additional context and the ‘story’ behind the numbers.

10. We take the pain away

We make it all as pain free as possible. We’ve done so many and can make the whole process really easy for you.

Come to us and not only can you tick the reporting off your list early in the year, you can also use it as an opportunity to share your story and take action now.

How we can help

At Verditer, we are specialists in creating a transparent approach to pay and reward. Do get in touch if you’d like our help with pay equity including analysing your pay gap and developing an action plan and accompanying narrative.

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