Improving recruitment practices can help close the gender pay gap

New guidance for employers published by government helps identify the gap

The Government Equalities Office (GEO) has published two new pieces of guidance on the gender pay gap (GPG). Eight ways to understand your gender pay gap is aimed at helping employers to identify areas for improvement, including the difference in starting salaries, gender-biased performance scores and the impact of part-time working and parental leave on pay. Additionally, a four-step guide explains how to develop an effective gender pay gap action plan.

Studies by GEO revealed that more companies have prioritised reducing their gender pay gap since the introduction of gender pay gap legislation in 2017; 69% of employers now view closing the GPG as a high or medium priority, an increase of 8% on last year.

“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,” said minister for women Victoria Atkins.

“Last year, 100% of companies in scope reported their pay gap data, but they now need to take steps to put an end to this inequality. These steps include better engagement from senior leadership, more open conversation about why organisations have a gender pay gap and improving recruitment practices. We want employers to understand the causes of their gender pay gap and create action plans that will close those gaps for good.”

10,000 businesses reported their pay gaps last year and the research also shows that 67% of companies are having discussions at board level to find routes to close the gap.

The next gender pay reporting deadline for large private and voluntary sector employers is 4 April. Public sector organisations are required to report by 30 March.

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The British Institute of Recruiters is the Professional Body operating The Recruitment Certification Scheme

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