Since 2017, employers of 250 or more employees, and many public authorities, have been required to produce an annual report on the gender pay gap in their business and publish the results on their website. What must be included in the report, and what is recommended?
The following must be included in a gender pay gap report.
1. Calculations of the gender pay gap in the business:
- Their mean gender pay gap.
- Their median gender pay gap.
- Their mean gender bonus pay gap.
- Their median gender bonus pay gap.
- The proportions of male and female relevant employees who received bonus pay.
- The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.
2. A written statement which confirms that the information is accurate, signed by an “appropriate person”. The regulations set out who is an “appropriate person”, depending on the type of employer. It is generally somebody very senior in the business, in a leadership position.
1. Many employers choose to present their gender pay gap report on their website as a ‘gender pay gap statement’. This should not be confused with the statement above, as to the accuracy of the report, which is a legal requirement. These statements are unique to the individual employer, and are used to present their gender pay gap report in the best light, often summarising what they are doing to reduce or prevent a gender pay gap forming, and committing themselves to continuing these efforts.
2. Employers are encouraged to add a supporting narrative to their statement, which provides a broader organisational context for the data. It can also explain the organisation’s view of why any gap is present and also what action(s) it is taking to address this. It is also an opportunity to report on measures taken and demonstrate long term progress.
3. The development of an action plan, or other targets, to seek to address the potential causes of, or contributors to, any gap(s), can be produced from the voluntary narrative. This can be actions in areas such as recruitment and selection or flexible working, for example.