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Gender Pay Reporting - are you able to meet the challenge?

Tesco and Price Waterhouse Cooper are part of a small (but growing) number of employers who have realised that differences in the average rates of pay for men and women can provide a useful indication of the restrictions in their talent pipeline. Facilitating a smooth return to work for female employees (following caring leave) and taking action to attract women into jobs within Science, Technology, Engineering and Maths makes sound business sense,  especially given the well documented skills shortages in these areas. It is also an issue for the UK as a whole because some predictions are that if women cannot fulfil their potential there is a potential loss of skills at a cost of £36bn to the economy.

It's important to note that gender pay should not be confused with equal pay. Equal pay relates to differences between individuals performing the same or similar work, while gender pay is concerned with the difference in average pay of men and women over the same time period. It is generally not the case that women in skilled roles or senior management positions are paid less than men in the same role. It is just that there are far fewer women in such positions. Measures can be taken to address the imbalance.

Gender pay reporting is about realising the potential of your employees, increasing your talent pool and making you an employer of choice. Although the legislation coming in to force from October 2016 applies initially to organisations with 250 or more employees, proactively monitoring and introducing measures to address gender pay differences is commercially sound, regardless of the size of your organisation.

Acas advisers can help you identify the extent of the problem and explain the measures you have to take to be legally compliant. They can also provide advice and support to enable you to realise the potential within your workforce.

Next steps

As a start Acas has introduced a Gender Pay Pulse Check to help employers prepare for the gender pay reporting process. These questions will give you an idea of where you are and where you need to be. Give it a go to see the areas where you may need some extra guidance.

The following questions are not exhaustive but they do indicate your readiness for compliance with the gender pay requirements. The more 'No' replies, the greater the risk of litigation and non-compliance with Gender Pay reporting legislation.

Please feel free to contact Emma Slaven on 0121 345 1419 or Gino Greco on 0121 345 1431 who can give initial advice and put you in touch with a senior adviser who will be able to talk you through the measures you can put in place to ensure you meet the requirements and make the most of your workforce.

If you scored more Yes's, this suggests you recognise the business benefits of providing a fair reward structure and  a diverse workforce. Your Adviser would love to hear from you if this is the case, to find out a bit more about what systems you have put in place and the impact it is having on your business.

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