The gender pay gap “snapshot” date approaches for employers:
- The 30th of March for employers in the public sector (England) and
- The 4th of April 2019 in the private sector and sectors.
Perhaps it is timely therefore that the Government Equalities Office (GEO) is continuing its “closing it together” campaign by publishing new guidance for employers. Or, this could be in light of the fact that 77% of employers who reported in 2017/18 showed a gap that was in favour of men, i.e. against women.
Whatever the reason, the Global Payroll Association believes it is timely and appropriate to point this guidance out to employers.
“Eight ways to understand your organisation’s gender pay gap” is guidance produced in conjunction with the Behavioural Insights Team who work with various organisations, including government, to “tackle major policy problems”. The guidance and tips are actions an employer could take to support women but equally could be used to support men in organisation where the pay gap is in favour of women.
“Four steps to developing a gender pay gap action plan” is the logical read after understanding why the gap exists. This is based upon real-life action plans built by employers who have already developed and put into place an action plan.
Both pieces of guidance can be found on the gender pay gap service where you can also look at the information that employers have declared and view the guidance on the 2017 regulations.
The gender pay gap “snapshot” date approaches for employers:
- The 30th of March for employers in the public sector (England) and
- The 4th of April 2019 in the private sector and sectors.
Perhaps it is timely therefore that the Government Equalities Office (GEO) is continuing its “closing it together” campaign by publishing new guidance for employers. Or, this could be in light of the fact that 77% of employers who reported in 2017/18 showed a gap that was in favour of men, i.e. against women.
Whatever the reason, the Global Payroll Association believes it is timely and appropriate to point this guidance out to employers.
“Eight ways to understand your organisation’s gender pay gap” is guidance produced in conjunction with the Behavioural Insights Team who work with various organisations, including government, to “tackle major policy problems”. The guidance and tips are actions an employer could take to support women but equally could be used to support men in organisation where the pay gap is in favour of women.
“Four steps to developing a gender pay gap action plan” is the logical read after understanding why the gap exists. This is based upon real-life action plans built by employers who have already developed and put into place an action plan.
Both pieces of guidance can be found on the gender pay gap service where you can also look at the information that employers have declared and view the guidance on the 2017 regulations.