auditing, reporting & taking action on pay gap issues

This training course explains equal pay, pay disparity and gender pay gaps. It demonstrates how to complete equal pay audits and gender pay gap audits. Participants learn how gender and wage gap figures are calculated, the data that needs to be included in gender pay gap reports and how the report should be written. 

The Gender 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 the client.”

Equal pay laws were introduced in to the UK over 40 years ago but despite the ever-increasing focus and pressure women often earn less than men.  This course helps participants meet the gender pay gap reporting legislation but it also offers significant benefit to any employer who is looking to understand income inequality and pay wage gap better.   Gender bias in pay schemes is the prime focus of the course but transferable learning points for potential bias in terms of other Protected Characteristics in the Equality Act often emerge.  These issues are increasing important given the government’s intention to expand equal pay legislation and reporting duties to include disability and race pay gaps

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.

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

Background and Business Drivers behind Equal Pay Audits

• The Equality Act and The Legal Framework, including gap reporting legislation
• 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?
Understanding the Calculations – based in generic data – NOT client data*

1. the pay gap between their chief executive and their average UK worker
2. average gender pay gap as a mean average
3. average gender pay gap as a median average
4. average bonus gender pay gap as a mean average
5. average bonus gender 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.

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

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