Gender Pay Gap Reporting for Employers

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Approx. 7 hours

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).

Since the legislation, we have seen the reputation of some of Britain's most high profile employers seriously damaged following legally enforced publications of substantial gender pay gaps. With high demand for labour and an intensifying battle to attract top talent and retain staff, organisations must ensure they have a narrative to explain such gaps. But a narrative on its own is not enough. With such wide media coverage, candidates and staff are actively looking to employers to demonstrate the action they are taking to close their gender pay gaps.

Following the successful launch of BFI's Gender Pay Gap Conference for Employers, this course is a practical hands-on day where your team will receive clear guidance and support with strategies to address their gender pay gap and to become an employer of choice.

Recent feedback

"Highly recommend" - Royal College of Physicians

"Real focus on gender pay gap was excellent" - Homes for Haringey

"Very good" - Telford Homes Plc

"Very helpful and eye-opening" - Greater Manchester Combined Authority

We will tailor the course to suit your organisation's needs. This is a preliminary outline to give you a taste of what we typically offer when delivering this course in-house. After an in-depth discussion between your organisation and the trainer, we will develop a course outline which meets the specific needs of your team.

We can also deliver this course virtually, or as webinar modules.

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Which functions will benefit from attending

HR, Equality and Diversity, Operations, Policy, Strategy, Company Secretaries, Legal and Advisory, Trade Unions, Recruitment

Schedule

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

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 COLLECTING 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 for 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

Culture change

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?