12 Feb 2019
The guidance – Eight Ways to Understand your Organisation's Gender Pay Gap – comes less than two months before the second gender pay gap reporting deadline. It is designed to help employers identify areas for improvement, for example whether women get 'stuck' at certain levels, if more men get put up for promotion and whether women tend to be hired into lower-paid roles.
The GEO will also publish guidance for businesses formulating a gender pay gap action plan. Businesses are not legally required to do so, but last year around half voluntarily included the steps they were taking to tackle the gender pay gap.
According to Victoria Atkins, minister for women: "The gender pay gap is at its lowest level on record, but that is still not good enough if we want to achieve real gender equality in the workplace."
She continued by saying that as well as publishing pay gap data, companies need to take action in addressing the issue, such as more open conversations about why the gender pay gap exists and how recruitment processes can be improved.
There is no quick fix for closing the gender pay gap. It requires a three-pronged approach: hiring, promoting and retaining more women. Companies need to tackle the problem head on.
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The gender pay gap is at its lowest level on record, but that is still not good enough if we want to achieve real gender equality in the workplace