Understanding, Auditing, Reporting & Addressing Pay Gap Issues
This one-day workshop explores equal pay, it explains the legislation, how equal pay can benefit the organisation and demonstrates effective low burden ways to conduct equal pay audits and report the findings.
Most employers believe that they provide equal pay for equal work, irrespective of whether job holders are men, women, of minority ethnic origin, white, disabled, work part-time. But the figures suggest that many are still a long way from achieving it.
Equal pay laws were introduced in to the UK some 40 years ago but despite the ever-increasing focus and pressure full time working women earn on average 17% less than men and for ethnic minorities and those working part time the differences can be far higher.
The latest legislation on equal pay reporting requires larger businesses and public sector organisation to publish annual reports on their:
- Executive Pay Gap
- the pay gap between their chief executive and their average UK worker
- Gender Pay Gap
- average gender pay gap as a mean average
- average gender pay gap as a median average
- average bonus gender pay gap as a mean average
- average bonus gender pay gap as a median average
- proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- proportion of males and females when divided into four groups ordered from lowest to highest pay.
Whilst the legislation requiring annual reports applies only to the public sector and larger business all organisations can benefit from reviewing their pay and benefits levels and ensuring equality is robust. Our training course therefore covers the Statutory Code of Practice for Equal Pay which applies to all organisations
Ensuring equal pay is a highly effective way to ensure employee motivation, support and contribution is maximised as well as offering numerous secondary benefits for example:
- Improving compliance with legislation and good practice
- Demonstrating your values to those you do business with.
- Ensuring rational, fair, transparent pay arrangements
- Demonstrating the organisation commitment to equality
This one-day workshop explores the requirements, good practice and benefits of being a robust equal pay employer and demonstrates effective, low burden ways to audit, report on and achieve equality in pay and benefits.
This workshop is for HR teams, senior and operational managers and employee representatives who are likely to be involved in or with delivering equal pay across the organisation. It is especially suitable for those involved in auditing and reporting on pay gaps.
Aims and Objectives
This one-day training course highlights the legal and business drivers behind equal pay audits and explains in an easy to understand way how to complete a full and effective audit
- 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?
Additionally, the legal framework also covers the statutory Code of Practice for Equal Pay (Equality Act 2010) which applies to all organisations irrespective of size.
The code does not itself impose legal obligations. However, it helps explain the legal obligations under the Equality Act 2010. Tribunals and courts considering an equal pay claim are obliged to consider any part of the code that appears relevant to the proceedings.
If employers and others who have obligations under the Act’s equal pay provisions follow the guidance in the code, it may help to avoid an adverse decision by a tribunal or court in such proceedings.
The guidance which we cover on the course provides a further grounding for the next module on equal pay audits -tools and techniques.
- Carrying Out Equal Pay Audits – Tools and Techniques
High quality equal pay audits are a highly effective far more than data collection exercises, they 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
- analysis to action planning
- Drawing up a non-discriminatory job evaluation scheme
- Generic health checks for
- review arrangements
- Breaking through the jargon
- 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
Case studies and key “surgery” time to give advice on your issues will also be covered on this course.
We encourage participants to let us have advance copies of any pay policies, agreements and advise on prevailing issues so we can incorporate these into the training
Finally, our course will provide information about external sources of help and advice in this ever changing complex legal and business environment.