Gender pay gap action plans are just as vital as the reporting data, according to Elysia McCaffrey, deputy director at the Government Equalities Office.
McCaffrey told Employee Benefits: "In the first year of reporting on the gender pay gap, the Government Equalities Office was encouraged to see compliance from more than 10,000 of those employers identified as being in scope of the regulations.
This means that every large organisation across the country has calculated the difference between what they pay men and women, with many having boardroom conversations about the cause of any existing inequalities. However, this is only the first step towards tackling gender inequality in the workplace."
While conceding the reasons for the gender pay gap are varied, and sometimes complex, McCaffrey insists many can be resolved by eradicating bias in the systems and processes within an organisation.
She points out that the Government Equalities Office has developed ‘what works guidance’, designed to help employers implement the most effective actions for mitigating gender pay gaps. This includes having multiple women on shortlists, ensuring that pay, progression and reward processes are transparent and using skills-based assessments at interviews.
McCaffrey says: "Employers should now be preparing to report ahead of the next deadline of 4 April 2019; publishing action plans alongside the reporting data will send a clear signal of commitment and leadership."
