This week the BBC published the salaries of its highest earners, sparking controversy around the pay gap between its top male and female stars. The release of these salaries follows on from new government requirements for gender pay gap reporting among companies with more than 250 employees to state their pay gap averages online. It is expected that about half of the UK workforce will be affected. Whilst your pay gap reporting is unlikely to drum up much or any media attention at all, here are three things to consider if you’re concerned about the outcome of your report.
Are you aware of the figures you need to release? Unlike the BBC, you are not required to state the actual salaries of those working for you. Instead, you will need to report on figures which are accurate to the date of April 5th each year, on the following stats:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure
2) Include a narrative
After doing your calculations you may well find there aren’t any issues with your company averages. If you do have some imbalances however, it is best to look reasonably at your organisation and why this might be, then provide an honest explanation alongside your results.
3) Define how things will improve
For those who do have a gender pay gap don’t feel you should shy away. This is an opportunity to voice how you will contribute to closing the pay gap and what your plan will be going forward. Perhaps you have already made significant improvements over time which you can highlight as your ongoing efforts to better the workplace. Maybe you will allow new parents to work from home or perhaps you are pushing paternity and shared parental leave options to encourage a better take up. Whatever your method, ensure your vocalise it alongside your report and don’t leave your figures open to interpretation.