Gender Pay Gap Reporting
Equality and Human Rights Commission’s Guidance on Gender Neutral Job Evaluation Schemes
Michael Kimmel, Ted Talks
Experience in Equal Pay Audits
We have substantial experience in conducting Equal Pay Audits, and have worked with Scottish Enterprise, West College Scotland, the Law Society of Scotland and the National Parks to conduct pay audits.
We have experience in using a range of job evaluation systems, including the Hay Method, Northgate Arinso, and the Scottish Joint Council’s Job Evalution Scheme.
We can also assist with the implementation of job evaluation processes to make sure that they are fair, transparent, and that the subsequent design of grading systems is free from bias and capable of providing equal pay.
THE STEPS TO AN
Equal Pay Audit
Decide the scope and the data. Consider which protected characteristics will be included, and what information you will need about your staff to understand gaps, such as qualifications, length of service, and time in current position.
Determine Equal Work
This will be straightforward if you use Job evaluation. Without job evaluation, you can use grades as a basis for comparison, and compare people who are doing the same jobs.
Compare Pay Information
Calculate the gap between the protected groups. You should also consider total reward, and include elements such as bonuses, overtime and holidays.
Justify the Gaps
Gaps of over 5% are “significant”; gaps of less than 5% should be monitored. Can you justify significant gaps – Is there a genuine and material reason for the difference in pay?
Consider action which can be taken to address gaps, for example, developing a robust system to fixing starting salaries.