Eight ways to understand your organisation's gender pay gap
Key questions for employers to ask that will help you to identify different potential causes of your gender pay gap.
- Is there gender imbalance in your promotions?
- Are women more likely to be recruited into lower paid roles in your organisation?
- Do men and women leave your organisation at different rates?
- Do particular aspects of pay (such as starting salaries and bonuses) differ by gender?
- Do men and women receive different performance scores on average?
- Are you doing all that you can to support part-time employees to progress?
- Are you supporting both men and women to take on caring responsibilities?
Do people get ‘stuck’ at certain levels within your organisation?
The quartile breakdowns required under GPG reporting show the proportion of women and men at different pay levels. This approach allows different organisations to be compared. However, it does not take into account your particular organisational structure.
An example showing gender imbalance by the proportion of women in each quarter
34% of the top quarter (highest paid) are women 66% of the top quarter (highest paid) are men
45% of the upper middle quarter are women 55% of the upper middle quarter are men
55% of the bottom middle quarter are women 45% of the bottom middle quarter are men
50% of the lower quarter (lowest paid) are women 50% of the lower quarter (lowest paid) are men
You should examine the gender balance in your organisation using your own seniority structure, and ideally also your job types and departments.
Example of gender imbalance by seniority structure