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.

Published 17 April 2020

From: Government Equalities Office

Are you doing all that you can to support part-time employees to progress?

More women than men work part‐time because most caring responsibilities within the home are still taken on by women. Ensuring that part-time employees are well supported and are given opportunities to progress means that well-qualified, experienced women (and men who also take on caring responsibilities) are better able to keep participating in the workforce.

To assess how part-time workers progress within your organisation:

  • Look at the number of part-time workers by grade and occupation.

    It may be the case, for example, that senior roles are not being made accessible to part‐time employees.

  • Many of the issues already raised in this guide can also be considered specifically for part-time workers.

    For example, you could look at differences in performance scores and promotion rates between part-time and full-time employees.

If you find a gender imbalance amongst part-time employees:
  • Consider offering more senior positions on a part‐time or flexible basis, including job shares.

  • Support managers to understand how roles can be done flexibly.

    This might involve having a resourcing meeting to work out what arrangements might be possible, or giving managers advice and guidance on what flexible working might look like in practice in their team.

  • When advertising jobs, advertise them as flexible by default unless there is a strong business reason why this is not possible for a given job.

    This attracts a wider range of eligible talent.

  • Check whether part-time employees have equal access to training and development opportunities.

    For example, are training opportunities offered at times that suit their needs? Are managers having career conversations with them and not making assumptions about their career aspirations?