Gender Pay

With employers being legally required to publish their gender pay gap annually as of April 2017 across England, Scotland and Wales, are you prepared to disclose more than just the numbers?

This is about more than just disclosing data. This is an opportunity to disclose your organisation’s attitude to addressing inequality.

Shining a spotlight on the issue

All companies with over 250 employees will be required to disclose six core metrics which will help shed light on the issue within organisations.

In this video our Head of People, Laura Hinton, along with partners Alastair Woods and Ed Stacey discuss the disclosure requirement and how organisations are responding.


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What are the risks and opportunities of gender pay disclosure?

What are the opportunities?

The introduction of mandatory gender pay gap reporting is a positive step for diversity, will likely lead to increased transparency and is a welcome development for gender equality. Firms can expect to benefit from: Understanding where they need to take action and using it as an opportunity to tell their story about how they're going to achieve a more diverse workforce. Other benefits include:

  • Access to a far wider reaching talent pool
  • Benefitting from a broader range of perspectives, which will be more reflective of your customer base
  • Embracing a different way of thinking around diversity and inclusion more widely in the workplace.
  • A reduced risk of equal pay claims and attrition.
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Two woman standing by an office glass wall.

What are the risks?

Despite the increased transparency that gender pay reporting brings, publishing gender pay gap information could also have a number of implications for companies including:Reputational damage and negative publicity.

  • Impact on employee attraction, engagement and retention.
  • Risk of significant financial damage resulting from employee claims for equal pay potentially going back over six years.
  • Adverse impact on procurement process.

Therefore, it's important that companies understand the story that their numbers tell on gender equality, and are prepared to counter any risk through pro-active, positive action.

Numbers and data only tell half the story

In this blog, our Reward & Performance partner Alastair Woods discusses gender pay reporting, and why the numbers disclosed only tell half the story of an organisation’s approach to tackling inequality.

Click here for more

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Practicing what we preach

Since 2014, we have reported on our gender pay disclosure in our Annual Report to shine a spotlight on the issue.

Read more on our gender pay reporting in our 2016 Annual Report.

What does your gender pay gap look like?

Upload your payroll data to our gender pay analysis tool. Uncover the root causes of your company’s gender pay, broken down by:

  • Grade
  • Location
  • Function
  • Bonus vs fixed pay
  • Demographic vs. non-demographic

Book a demo with us today

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Contact us

Alastair Woods
Partner, Reward and Performance
Tel: +44 (0) 20 780 48102

Kirsty Cook
Senior Manager
Tel: +44 (0)121 265 5870

Ed Stacey
Partner - Solicitor
Tel: +44 (0)20 7804 3116

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