Gender Pay Gap Workshop for EmployersDanubius Hotel Regents Park , 18 Lodge Road, St. John's Wood, London NW8 7JT
The legislation for gender pay gap reporting came into force on 6th April 2017, affecting public, private and voluntary sector employers. The act requires employers to comply with a level of “unprecedented transparency” (Chartered Management Institute).
Registration fee: £450 plus VAT per delegate
Since 4th April 2018, charities, public and private sector employers with 250 or more employees have been required to publish the results of their gender pay gap analysis on the company website, where it must remain in plain sight of all key stakeholders for at least 3 years.
Employers without a narrative for such gaps risk serious reputational damage, staff tensions and disputes, as echoed by the recent mainstream media coverage of the BBC scandal. Failure to conduct the analysis is an infringement of law, but failing to understand the deeper progression related issues which lie behind the results misses the point of the metric altogether.
How do you conduct the analysis? How do you tell the story behind the results? How do you get company-buy in to close the gap? What effective strategies can you use to close the gap?
Following the successful launch of BFI's Gender Pay Gap Conference for Employers, this workshop will give clear guidance and support or employers' wanting to address their gender pay gap.
PLEASE NOTE: The agenda is still being researched and will be added to the website shortly.
"Highly recommend" - Royal College of Physicians
"Real focus on gender pay gap was excellent" - Homes for Haringay
"Very good" - Teleford Homes Plc
"Very helpful and eye opening" - Greater Manchester Combined Authority
Which functions will benefit from attending
- HR, Equality and Diversity, Operations, Policy, Strategy, Company Secretaries, Legal and Advisory, Trade Unions, Recruitment
Coffee and registration
Welcome: defining aims, objectives and learning outcomes for the day
AN ANALYSIS OF THE CURRENT PRACTICAL AND LEGAL SITUATION TWELVE MONTHS ON
- Updates and key lessons learned
- A sector-by-sector analysis of the issues
- Working within the law to ensure your report is a positive process for your organisation
- Impacts, implications and solutions
- Understanding your options as an employer
- Communicating non-compliance sanctions internally
- Compensation and equality law
- Solutions and remedies
- Liabilities and the risk of group actions
Morning coffee and networking
CALCULATIONS & REPORTING REQUIREMENTS: THE NITTY GRITTY
- Understanding the scope of your legal obligations and duties
- Differences between Equal Pay and Gender Pay Reporting
- Conducting your wage gap analysis: what must be included?
- What are you reporting: a complete checklist
- The six metrics and how to calculate them
- Which employees are included in the calculation?
- EU workers and the gig economy
PRESENTING YOUR FIGURES: LESSONS LEARNED FROM SUCCESSFUL TING AND REPORTING STRATEGIES
- What other data should you usefully and legally collect?
- Who is your audience? Effective communication strategy
- Proactive transparency: maximising employee trust and reputation
- The role of narrative
- Defining content
- Public statements: who, what and when
- Key messages foe employees
- The role of social media: harnessing the power
NEXT STEPS: AN AGENDA FOR ACTION
Policy and implementation
- What should be done and what time scales should you work towards?
- Data collection and statistics
- The calculations: a dummies guide
- Global; organisations: what are the issues and challenges?
- BAME reporting
- Bonuses, partners and expats
- IR35 reporting and the gig economy
- Fixed reporting calculations and how to apply them
- Spreadsheets and payroll
- Integrating the reports into a wider agenda
- Stakeholder and customer management
- Transparency and accountability
- Reputation and how to address concerns
- Making your policy all-inclusive
- The role of the trades unions and how best to optimise communication and relationships
- Challenging perceptions and stereotypes
- What barriers need to be removed?
- Pinpointing the necessary changes and transitions
- Building robust procedures to minimise the pay gap
- Changing your pay and allowances culture
- Communicating change effectively: key strategies to remember
- D&I policy: essential inclusions
- Getting the board really on board
- Managing the rate and pace of change
Workforce retention and recruitment strategy
- Flexible working: making it work for you
- Managing equal pay risks
- Tackling the roots of gender progression and the pay gap
- Developing, recruiting and sustaining a female talent pipeline
- Promoting a positive culture of gender equality
- Taking an integrated approach over time to ensure a sustainable workforce
- Bringing people back into the workforce
- Rethinking your recruitment strategy
- How is diversity defined and understood by your workforce and how do you align perception, reality and future aims?
Wrap up and end of conference
Contact us to book or discuss our events & services
Real focus on gender pay gap was excellent
Very helpful and eye opening