Page 33 - BOSS Today Issue 30

“If businesses can put steps in place to

audit their pay structures and rectify any
issues they come across, they will be at

an advantage when the time comes to

publish their salary data.”

There are also many reasons annual reports. What can businesses learn more about the gender
why there may be a widening Consultation will need to take do to prepare? pay gap and the work being
pay gap: some women may place to discuss exactly how 1. Start auditing their current done to mitigate the risk of
choose not to go for the this will all happen in practice pay structures well in advance inequalities in the workplace,
promotion that might be and no decisions have yet of the obligation to publish they will undoubtedly have
available because they believe been made on how companies gender pay data, in order questions about their own
that if they are promoted they should report data. The devil is to ensure that they identify organisation’s structures and
will have to work more hours (as always) in the detail and so any potential issues in time processes.
and they may value their home we will need to see exactly what to address them. Without 5. Have a solid communications
life more. Some women may obligations larger businesses will doing so, publication of these strategy in place to deal with
choose to work reduced hours have in disclosing information statistics could pave the way employee reactions and
or be attracted to those sectors about pay to properly assess the for equal pay claims from manage relationships within
which have lower salaries - such impact of this plan. Too general employees. the workforce.
as care work. or vague information (such as 2. Review the current pay
If the majority of those in average pay data for male and structure and grading systems If businesses can put steps in
management are men and on female staff employed by the to identify any areas which place to audit their pay structures
large salaries, then a general business as a whole) may not might require closer review and rectify any issues they
reporting of the gender pay actually move us much further or audit. Think about how come across, they will be at an
gap will provide unwelcome on, and such information is you will manage any risks advantage when the time comes
results, but the reality is that unlikely to help in establishing associated with conducting a to publish their salary data.
this scenario is often reached whether staff are being paid more detailed review or audit, The consultation closed on 6
through choice. the same amounts for the same including the use of legal September 2015, with a further
The gender pay reporting work. privilege. consultation on draft legislation
consultation also asks at what Although the Government 3. Explore any apparent gender expected to follow.
point in the year employers expects regulations to be made pay disparities revealed and
should be required to publish during the first half of 2016, it the reasons for them. Devise a n FOR MORE INFORMATION
the data. The Government proposes that commencement strategy for dealing with any CONTACT YOUR HR ADVISER
suggests 1 January, 6 April and of the regulations “should be potential areas of concern. ON 0845 4501565
1 October as possible dates. delayed for an appropriate 4. Consider the reputational
Alternatively, some businesses period to give businesses an and employee relations risks
may want to publish their opportunity to prepare for associated with any failure
gender pay gap with their implementation”. to comply. As employees

November/December 2015 | BOSS TODAY 33

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