UNDERSTANDING EQUAL PAY, auditing, GAP CALCULATIONS, reporting Training – including Action PLAN TRaining

Training on the latest in pay gap reporting. How to calculate and report on pay gaps – gender pay, ethnicity pay, disability pay and CEO pay.

This one-day training course covers the very latest in pay gap reporting. It demonstrates how to complete equal pay audits and report gaps in terms of gender pay, ethnicity pay, disability pay and CEO pay.  It also considers what actions can be taken to reduce pay gaps. 

Participants learn how wage gap figures are calculated, the data that needs to be included in pay gap reports and how the report should be written.  Pay Gap Reporting is not intended simply as a tool for number crunching but as a solid platform for action. Consequently, this course looks at successful audits and subsequent equality pay action plans implemented across a range of sectors providing food for thought and stimulation of new ideas relevant to each individual client.

The course includes the very latest Government guidance, together with templates and actual case studies from employers who are already undertaking ethnic and disability pay gap reporting on a voluntary basis. Some of these case studies address how sensitive issues around the collection and processing of sensitive data have been successfully addressed.

For Whom
This workshop is for HR teams, senior and operational managers and employee representatives who are likely to be involved with ensuring equal pay across the organisation and/or producing gender pay gap reports.  Participants should have a good understanding of the definitions and scope of the protected characteristics, as defined by the Equalities Act 2010

Aims and Objectives
This equal pay training course highlights the positive legal and business benefits behind equal pay, equal pay audits.  It explains in an easy-to-understand way how to complete a full and effective audit, publish the findings and take corrective action when needed.

Content

1. Background and Business Drivers behind Equal Pay Audits

• The Equality Act and The Legal Framework, including gap reporting legislation on
  • CEO Pay
  • Gender Pay
  • Ethnicity Pay
  • Disability Pay
• The Business Case
• Contract Compliance
• Stronger powers for Employment Tribunals
• Transparency between actual pay rates
• women and men
• Senior management and the work force
• Do you have confidence in your own pay systems?

2. Understanding the Calculations – based in generic data – NOT client data*

The calculations demonstrated are based on gender pay but the process applies equally to any cohort group including the reportable ethnicity and disability protected characteristics

1. the pay gap between their chief executive and their average UK worker
2. average gender/ethnicity/disability pay gap as a mean average
3. average gender/ethnicity/disability pay gap as a median average
4. average bonus gender/ethnicity/disability pay gap as a mean average
5. average bonus gender/ethnicity/disability pay gap as a median average
6. proportion of males/females receiving a bonus
7. proportion of males/females when divided into four groups – lowest to highest pay

*Note this course does use nor enable review nor detailed comment on the client organisation’s own data.

3. Carrying Out Equal Pay Audits – Tools and Techniques

To maximise the benefits on offer equal pay audits and gender pay gap reporting needs to be far more than a data collection exercise. 

Maximising the benefits demand a commitment to put right any unjustified pay and benefit inequalities found. This means that the audit requires the full involvement and support of all managers who have the responsibility and authority to implement any changes needed. It is also important to ensure workforce representatives are involved fully in order to validate in the eyes of the workforce that the audit and subsequent action was fair and justifiable.

• Carrying out an Equal Pay Audit – A step by step guide

• How and what data must be collected and reported?
  • How are ‘pay’ and bonuses defined by the regulations?
  • What is the correct way to calculate the pay gap?
  • Reporting overview
• Drawing up a non-discriminatory job evaluation scheme
• Generic health checks for
  • Monitoring
  • review arrangements
  • Breaking through the jargon
• Analysis to action planning

4. Reporting and Action Planning

Session 4 explores the latest reporting requirements and considers what action can be taken to address gaps and minimise employee

• Publishing and Reporting Pay Gap Information – the legal frameworks and good practice

• • How, where and when must the information be published?
  • Examples reports
• Identifying positive data and areas for improvement
• Managing negative data
• Reducing pay gap levels and imbalances