Lewis Silkin can advise employers with more than 250 staff in the UK on complying with their annual gender pay gap reporting obligations.
Properly structured, this can be conducted on a legally privileged basis allowing employers to plan for how to address difficult issues raised by the results without creating disclosable documents. We understand that addressing the gender pay gap is also about wider HR and employment relations issues such as hiring, promotion and appraisal processes. We are ideally placed to help you develop and implement an action plan addressing all relevant legal, HR, practical and operational challenges.
change your pay practices to improve your statistics. A range of steps should be considered. Would managers benefit from clearer guidance on how to make decisions on salary reviews and bonuses? Should managers attend unconscious bias training? Are appraisals structured in such a way as to control for gender bias? Could programmes to encourage the career development and progression of female staff be developed or improved upon?
Please have a look at our brochure for further details on how we can help or email us for more information.
In an article for HR Grapevine, Tom Heys discusses Gender Pay Gap reporting and states the regulations are progressive and valuable in terms of shedding light on workplace inequality.
In an article for The Law Society, Michael Burd reflects on the gender pay gap reporting results, in relation to the legal sector.
Joanna Hunt writes for HR Zone: How is the gender pay gap impacting the migrant female workforce?
In an article for HR Zone, Joanna Hunt discusses what the results of gender pay gap reporting mean for employers and workers of both genders, and more importantly what we can do about it.
Michael describes gender pay gap reporting as a ‘seminal moment’ but warn that action against companies who fail to report by the deadline, may be ‘little beyond naming and shaming’.