Gender Pay Gap Reporting for Employers
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.
"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.
Which functions will benefit from attending
- HR, Equality and Diversity, Operations, Policy, Strategy, Company Secretaries, Legal and Advisory, Trade Unions, Recruitment
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
- 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?