Gender pay gap reporting

Posted in Reporting, Engagement, White Papers on 24 January 2019 By Henry Ker, Stakeholder Communications Consultant

We believe there is value in producing a comprehensive report, with detailed analysis and narrative, versus just providing the numbers. 

With the second round of gender pay gap reporting approaching, companies should be thinking about how they can build on their first reports, taking control of the narrative and using it as a springboard for positive stakeholder engagement.

As part of our work in this area, Emperor has produced a white paper, based on analysis of a random sample of 100 gender pay gap reports, across 40 metrics. In this paper we explore the basics of gender pay gap reporting, why it matters, and identified six principles of gender pay gap reporting best practice. You can download the white paper below.

Six gender pay gap reporting principles

1. Define

Do not assume a level of understanding in your stakeholders about this issue; break down what exactly a gender pay gap is and explain how the metrics have been calculated. For example, only 54% of the reports we analysed clearly distinguished between equal pay and the gender pay gap.

2. Address the gap

Take ownership of your narrative and help readers understand how your organisation's pay gap has occurred. Also, set out why working to close the gap is beneficial to the company – 54% of our sample clearly explained how diversity fits into their broader corporate culture.

3. Get specific and measurable

Have a specific and targeted strategy for how your organisation is addressing any pay gap. This is an area where we expect to see significant change in the future – only 28% of our sample analysis gave any explicit and measurable targets against which to benchmark progress.

4. Provide evidence to show progress

Evidence any progress made to date, or explain why progress may have been slower than expected. Gender pay gap reporting is about being transparent and honest appraisal of any challenges you have faced is essential. 46% of our sample analysis used data to show progress already made on gender diversity in their report.

5. Widen the scope

Some reports have already begun to consider broader factors of equality and diversity. There are benefits to going above and beyond the data asked for – whether to offer greater context, get ahead of your competitors, or future-proof against potential new requirements.

6. Communicate

Owning the narrative of your report goes beyond producing the figures and supporting text. Design, supporting material and wider engagement plans are all important considerations. For example, only 8% of our sample group even mentioned in the report about engaging with their employees on the issue.

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