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
Last updated 17 April 2020 - see all updates
Contents
- Overview
- 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 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?
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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 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:
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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.
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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.
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Consider offering more senior positions on a part‐time or flexible basis, including job shares.
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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.
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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.
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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?
Published 17 April 2020
Last updated 17 April 2020