Gender pay reporting updatePrint publication
As employers prepare to audit and disclose their gender pay data in order to comply with obligations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2016, it is interesting to observe how other employers approach gender pay differentials that are disclosed by internal pay audits.
The University of Essex has responded to a gender pay differential between male and female professors by giving female professors a one-off salary hike in an attempt to neutralise the gender pay gap and bring female average salaries in line with the men. The University said that it felt that other steps dedicated to improving the promotion chances of women had failed to close the gender pay gap at professor level and that the one-off salary increase was motivated by ‘impatience for change’.
Another University has announced that it will rely on the ‘positive action’ provisions in the Equality Act 2010 to offer positions to female candidates where there is a male and female candidate of equal capability. This is in an attempt to address a gender pay gap highlighted by an internal audit.
Each organisation will have its own specific gender pay issues to consider and what works for one may not necessarily work for another. It is up to each employer to work out where, if at all, any gender pay gaps lie and what action is required to close any gaps.
Walker Morris can advise on conducting a legally privileged gender pay analysis and on compliance with the forthcoming Regulations. For further information on this subject please click here or contact David Smedley or Andrew Rayment.