We firmly believe reporting gender pay data will drive action from employers to close the gender pay gap. The gender pay gap clearly demonstrates the uneven distribution of women and men across the employment hierarchy, and where unconscious bias and even discrimination are able to creep in. It is the most significant measure of inequality in an organisation and publishing it will create a level of public accountability that does not currently exist.
Publishing the gender pay gap and exploring gendered pay will allow companies to understand and address the specific causes of inequality within their organisation. However, it is not sufficient to publish the data without a contextual narrative that is essential to employers in designing strategies to close the gap.
Our public survey of more than 1,000 employees (across all levels) tells us that employees want to know if and why there is a gender pay gap in the organisation they work for. Two thirds of people surveyed said they would ask their employer what they are doing to close the pay gap and more than half of them would ask them for more information.
So a clear action plan detailing how existing gender pay gaps will be closed is crucial. At the moment, almost two thirds of organisations have no approach at all for reducing the gender pay gap (IFF 2015). Yet 62% of our survey respondents believe that there is a gender pay gap in the organisation they work for and 92% believe employers should publish their gender pay data. Both women (90%) and men (82%) believe mandatory reporting of data will help to close the gender pay gap. It will raise awareness amongst staff, employers and other key stakeholders, therefore driving employers to take action.
Annual publication of the data will ensure tackling the gender pay gap remains a priority year on year. It will encourage organisations to monitor the effectiveness of their actions to close the gender pay gap. It will also enable the consistent improvement of equality and diversity in the long-term and benefit businesses and society.
Download our complete response to the Government consultation on Section 78
Learn more about the gender pay gap and early reporting:
Report : What employees really think>>
Case study: Read their story>> PwC, champion member of our campaign and first professional services firm to voluntarily disclose their pay gap.
Toolkit: Public reporting and the importance of transparency: Download the toolkit and find out more about the business case for transparency in gender pay gap reporting and how to boost employee engagement.