Understanding Equal Pay – Gender Pay Gap Reporting

This training course explains equal pay, pay disparity and gender pay gaps. It demonstrates how equal pay delivers business benefits and provides guidance on how to complete equal pay audits or gender pay gap audits.

The course explains the gender pay gap calculations; the data that needs to be published within the gender pay gap report and how to write this wage gap report effectively.

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. The course helps participants meet the gender pay gap reporting legislation but it also offers significant benefit to any employer who is looking to understand or address gender income inequality, gender salary gaps and the pay wage gap, better.

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 and publish the findings

Content

1. 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?

2. 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.

Session 2 includes

  • Carrying out an Equal Pay Audit
  • A step by step guide – analysis to action planning
  • Drawing up a non-discriminatory job evaluation scheme
  • Generic health checks
  • Monitoring review arrangements
  • Breaking through the jargon

3. Reporting and Action
Session 3 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
  • Identifying positive data and areas for improvement
  • Managing negative data
  • Reducing pay gap levels and imbalances

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