Workplace experts Acas and the Government Equalities Office have launched new guidance to help large businesses in the east of England abide by new gender pay gap regulations, which come into force in April.
The new law requires large companies to take a salary snapshot of male and female employees and report on gender pay gaps within their organisations.
The gender pay gap reporting rule applies to 8,000 businesses and voluntary and charitable organisations in Great Britain with more than 250 employees and will allow managers to see differences in the average salary for men and women in their workplaces.
Companies that have a smaller pay gay between men and women can reap business benefits such as higher productivity and an enhanced reputation as a fair employer.
Acas Chief Executive Anne Sharp said:
“Compulsory gender pay reporting is fast approaching. The new requirement provides a great opportunity for organisations in the eastern counties to look at the issue in depth and to consider whether they can do more to develop their talented women and secure the benefits of greater gender diversity at all levels.
“The UK has made progress in reducing the gender pay gap but we still have lots to do - tackling the issue is in the interests of individuals, organisations and the economy as a whole.
“Our new guidance on gender pay reporting provides businesses in the east of England with practical advice on how to carry out the calculations and on family friendly working to reduce the gap.”
Minister for Women, Equalities and Early Years, Caroline Dinenage said:
“No one should ever be held back just because of their gender. We now have the lowest gender pay gap on record, but we still have to push further.
“Shining a light on the gaps is absolutely key to achieving equality in the workplace, which is why we are introducing requirements on all large employers to publish their gender pay and bonus data from April.
“I encourage all employers to use this guidance, which will be an important and helpful tool for tackling the gender pay gap and promoting workplace equality.”
It is estimated that it will take at least another 50 years before average women’s pay approaches men’s but businesses could do many things to close that gap faster. The Acas guidance includes:
• How to monitor gender differences in the recruitment balance, starting salaries, promotions, and flexible working requests across all job types and levels in the hierarchy.
• How best to promote family friendly working so women can balance work and parental responsibilities, especially for senior roles.
• Encouraging men to use flexible working so they share the responsibility of balancing work and a family life.
Gender pay reporting will affect more than 11 million employees across the UK. The new guidance also includes tips on how to calculate the gender pay gap, including:
• How to correctly count the number of employees for the gender pay gap calculations.
• How and where a business must publish the data from the gender pay gap.
• The penalties if businesses don’t comply.
