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.
- Do people get ‘stuck’ at certain levels within your organisation?
- Is there gender imbalance in your promotions?
- 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?
Are women more likely to be recruited into lower paid roles in your organisation?
If women tend to enter your organisation at more junior levels, or if women are less likely to be hired when they apply to join your organisation at higher levels, this will impact your gender pay gap.
To work out if this is a problem in your organisation:
Look at the proportion of women applying for positions and see if there are gender imbalances at different grades/levels.
For each grade/level, consider if the proportion of women is decreasing throughout the following processes:
applying for positions
making it through to any assessment stage or shortlist - being selected
Example of gender imbalance by recruitment process, by seniority
Look at ways to widen your potential applicant pool by re‐thinking structural issues that can
have a larger effect in preventing women from doing particular jobs.
For example, do these jobs allow flexible working, so that people with caring responsibilities can do them? Can you help more women to get the required qualifications? If you use recruitment agencies, ask them to provide you with long‐lists which include a certain minimum number of women. However, do take legal advice if you are considering positive action to benefit women (or men), to ensure that there is no unlawful discrimination.