4. Background
• Men ARE paid more than women – 17.2%
• Men paid more for the same role – 6.6%
• Within the same company – 2.2%
• Women represent < 25% or executive / senior
manager positions
• Equal pay legislation – equal pay for equal work
• Gadhia report into Fin Services – 2016
5. Gender Pay Gap Reporting
• New legislation applies to all British employers with 250+ UK employees
• Specific reporting requirements (pay, bonuses, salary quartiles) to show % Gap in
hourly pay rate between men and women
• Legislative requirement to display this on public website. Many organisations will
provide additional contextual information
• ‘Name and shame’ approach to compliance
• First data collection 30 April 2017, first reports 30 April 2018
• Initial assessments / pay audits now being prepared
• Communications strategies being developed
“It all begins with data clarity - the faster we can clarify the data, the
more opportunity there is for meaningful insight and change”
6. • Gender Pay has no sanction, Equal Pay does!
“Equal Pay for work of equal value”- Equality Act 2010 (1970)
• Gender Pay at summary level only, Equal Pay at the individual
• Comparable assessment by role / grade
• Parallels in the US: Equal Employment Opportunities Commission
• Hot topic in UK Financial Services: 2016 - Gadhia review
established to tackle the diversity challenge
• Potential for exposing equal pay and/or unconscious bias
• Risk of returners / pay competition
• Impact of targets / commissions
• Flexible / part time working
• Impacts across Audit and Legal
• Huge potential costs for legal issues and remediation
The Big Issue, Gender Pay v Equal Pay
7. Definition: Pay Gap
1. Overall difference in pay of male / female employees on 30 April each year (snapshot)
• % difference in mean (average) hourly pay during the relevant pay period
• % difference in median hourly pay during the relevant pay period
2. Bonus pay
• % difference in mean bonus pay of male / female employees in the 12 months to 30 April each year
• % of male and female employees who received bonus pay in the 12 months to 30 April each year
3. Distribution of men and women in each pay quartile
• Numbers of male and female employees in each pay quartile (A, B, C and D, with D being the
highest)
8. Claremont – UK Oracle Payroll specialists
• The Oracle product provides the
rigorous Payroll data that allows
interrogation.
• Claremont’s proactive, Managed
Services already provide well
above the new statutory
minimum requirements.
• Makes a great conversation
piece for the HR Director, and
showcase for your BI tool – Can
you interrogate this data, in real-
time, on your tablet over a
coffee?
9. Group Discussion
• How easy will it be to gather this data?
• What reporting tools do you use now - are you
confident they can be used to create this
analysis?
• What will be the challenges to obtaining and
reporting this data? and how will you look to
mitigate them?
• Is your gender pay gap going to be low, medium
or high gap when compared to national average?
• What about compared to other orgs in your
industry?
• What approaches or ideas do you have to close
the gap?
10. Group Discussion Playback
• Jules’ Top Tips
• Women’s work is a real thing, job
titles and job benchmarking are
crucial overlaps with gender pay
• Make sure you can split all analysis
easily between part and full time, and
within age bands
• What questions are you asking of your
data? Is this to identify issues,
anomalies, trends, or held you close the
gap? Do you even want to close the
gap?
11. More & more legislation expected – get your HR reporting sorted now!
Julian Ford
julian.ford@claremont.co.uk
https://uk.linkedin.com/in/julesford
Check out Claremont website and social feeds for
regular Oracle news and commentary
Web: claremont.co.uk
Twitter: @ClaremontOracle
LinkedIn: /claremont_oracle
Notas do Editor
A lot to do with working Part time
Women are three times more likely to be part-time workers than men. One in seven men are part-timers compared to three in seven women.
That's important because part-time work, on average, attracts lower hourly rates.
It's not just that part-time workers get less because they work fewer hours. They actually get paid less per hour.
economist Professor Alison Wolf, say that to compare like-with-like, you should exclude part-time workers from your calculation and just look at men and women working full-time.
Culture & Womens work
there are more men in senior and managerial jobs and more women in lower-paid sectors, like caring and administration.
Why do women end up in worse paid jobs?
Many factors, incluing culture, but one you cna influence is there's employer selection and the well-known phenomenon of people appointing in their own image."
Age
If we take the official figures on the gender pay gap, it's much larger for women in their 50s, at 27%, than it is for women in their 20s, who are paid 4% less than the average man in their age group.
Strip out the part-time workers, and the gap pretty much disappears for women aged 22 to 39.
So, when it comes to the gender pay gap, the numbers you get depend on the question you ask.
6 ways to tackle
http://www.bbc.co.uk/news/uk-37164297
ANDREW SLIDE
A lot to do with working Part time
Women are three times more likely to be part-time workers than men. One in seven men are part-timers compared to three in seven women.
That's important because part-time work, on average, attracts lower hourly rates.
It's not just that part-time workers get less because they work fewer hours. They actually get paid less per hour.
economist Professor Alison Wolf, say that to compare like-with-like, you should exclude part-time workers from your calculation and just look at men and women working full-time.
Culture & Womens work
there are more men in senior and managerial jobs and more women in lower-paid sectors, like caring and administration.
Why do women end up in worse paid jobs?
Many factors, incluing culture, but one you cna influence is there's employer selection and the well-known phenomenon of people appointing in their own image."
Age
If we take the official figures on the gender pay gap, it's much larger for women in their 50s, at 27%, than it is for women in their 20s, who are paid 4% less than the average man in their age group.
Strip out the part-time workers, and the gap pretty much disappears for women aged 22 to 39.
So, when it comes to the gender pay gap, the numbers you get depend on the question you ask.
6 ways to tackle
http://www.bbc.co.uk/news/uk-37164297
Nice quote on diversity
“Not only can diversity guard against the perils of groupthink but, through more innovative outputs in terms of decision-making, it can lead to competitive advantage.” US think tank The Center for Talent Innovation asserts in a recent report that diversity is necessary in order to win in today’s global marketplace.
Legitimate Reasons to pay people differently for the same job
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