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?
- Are women more likely to be recruited into lower paid roles in your organisation?
- 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 men and women leave your organisation at different rates?
If women are leaving your organisation more quickly than men, this could contribute to your gender pay gap, especially if this is occurring in more highly-paid positions.
To work out if this is a problem in your organisation:
Look at the percentage of women and men leaving your organisation each year, by seniority level. Make sure to look at the proportion of women leaving relative to the proportion of women in that grade.
For example, you might find that 20% of the women in a particular grade left over the last year, whereas only 10% of men in that grade left over the last year.
Example of gender imbalance by employee exit rates, and seniority level
43% of the top level (highest paid) are women
25% of the upper middle level are women
12% of the bottom middle level are women
10% of the lower level (lowest paid) are women