The Government Equalities Office, jointly with the CIPD, has issued a guide for employers on actions to take to close the gender pay gap. Statistics and metrics included in our ESG documents are estimates and may be based on assumptions or developing standards. The mean bonus gap showed sizable fluctuations, because payments can change year-on-year for example the vesting of equity awards. The Committee published its report on 2 August 2018. Once the report has been published on the reporting service website it automatically appears on the government’s viewing service website, where any interested person is able to access it. The House of Commons Library has published a useful research briefing on the gender pay gap which includes an assessment of the Commission’s enforcement powers in relation to gender pay gap reporting. You will also need to publish it in a prominent place on your organisation’s website. This information may be used to deliver advertising on our Sites and offline (for example, by phone, email and direct mail) that's customized to meet specific interests you may have. There were some important changes to enforcement of the gender pay gap reporting regulations for the 2019/20 reporting year (which used a snapshot date … The gender pay gap stood at 18.7% in 2019, 18.6% in 2018 and 22.2% in 2017. Chicago, IL, > How do I work out if I have 250 or more employees? It will take only 2 minutes to fill in. You can find and compare the published gender pay gap … There is no requirement to publish any accompanying narrative or commentary, but many organisations will wish to explain what the figures mean. You can read the Government’s response here. The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 apply to public bodies with 250 or more employees. This material does not take into account your particular investment objectives, financial situations or needs and is not intended as a recommendation, offer or solicitation for the purchase or sale of any security, financial instrument, or strategy. Whether or not you have received a letter from the Government Equalities Office, if you need to report you can register and publish your information on the government gender pay service . A look behind our gender pay gap data and our long-term commitment to closing the gap, © Copyright Chartered Institute of Personnel and Development 2020, 151 The Broadway, London SW19 1JQ, UK Incorporated by Royal Charter, Registered Charity no. You can read the full report here, and the conclusions and recommendations here. For the purpose of UK gender pay gap reporting, companies are required to disclose the mean (average) and median pay gap between women and men across an entire organization. Companies must report their gender pay gap in terms of six figures, explains Dr Jana Javornik of Leeds University Business School. We have a predominance of women at the more junior levels with fewer women in senior leadership roles. What if I fail to publish the gender pay information? So, if 2 people job-share, they count as 2 employees for gender pay gap reporting purposes. A similar process will apply to public sector organisations – see the research briefing on the gender pay gap for more information. It is currently being updated. 31 March for most public sector organisations, 5 April for businesses and charities (and some public sector organisations), practical guidance on identifying gender pay issues and improving them, training courses and events on calculating your organisation’s gender pay gap, tools and support to communicate with your employees about gender pay issues. Get involved with the news in your community, This website and associated newspapers adhere to the Independent Press Standards Organisation's Editors' Code of Practice. Download the latest update of Adobe Reader. Guidance to help UK employers comply with reporting requirements and address their gender pay gap Organisations with 250 or more employees must report on their gender pay gap figures annually. You must include self-employed people in your organisation’s calculations if they must personally perform work for you and you have the data available, or can reasonably obtain it. Atlanta, GA, > Employers who submit data that has not been calculated in accordance with the gender pay gap reporting regulations will be in breach of the regulations and subject to enforcement action in the same way as those who publish no data at all. Organisations with fewer than 250 employees, can publish their data voluntarily but are not obliged to do so. MPs call for wider gender pay gap reporting. Phoenix, AZ, > Sam Smethers, Fawcett Society chief executive, said coronavirus poses a number of risks to women’s pay and employment which could "turn the clock back for a generation", though it will take until next year to know how significant this will be. Detroit, MI, > (Reporting by Ron Bousso. The Commission encourages compliance through a range of activities including: In 2018/19, the Commission aimed to initiate enforcement action against all employers who had not reported their pay gap data. From 2017, any organisation with 250 or more employees had to publish specific figures about their gender pay gap on their website, and report the data to the government. This includes public sector employers which are not listed in Schedule 19 to the Equality Act 2010, who must publish and report under these regulations. The proportions of male and female relevant employees in the lower, lower middle, upper middle and upper quartile pay band (‘the proportion of men and women in each of four pay quartiles’). Where can I find more information and support? You can find the guide here. You can find the guidance here. Silicon Valley, CA, > Use this service to report the pay gap between men and women in your company. You must do this if your company has 250 or more employees. Consideration is also being given to whether the EHRC’s powers to enforce the rules should be enhanced. Baltimore, MD, > In the summer of 2018 the  Business, Energy and Industrial Strategy (BEIS) Committee held an inquiry on executive pay and gender-pay gap reporting in the private sector. Therefore, the Fawcett Society marked November 20 as Equal Pay Day this year – the day when women, effectively, stop being paid. There is a separate mini guide on the public sector, which you can find here. Hourly figures are used to remove the effect of overtime, while the median is used, to stop them being skewed by particularly small or large wages. While any changes would be the subject of public consultation, it would be prudent to bear these potential developments in mind. Gender pay gap reporting 1 Introduction: what this guide covers Thanks to sophisticated payroll software, it is relatively easy for organisations to collect and publish the pay data required for gender pay gap reporting.