Early Gender Pay Gap Reporting Reveals an Uncomfortable Truth

Ahead of the April deadline for Gender Pay Gap reporting the BBC has found that some companies are actually reporting wider gaps then they did last year with the Construction and Finance/Insurance sectors having the highest pay gaps to date.

Although only 10% of organisations that employ over 250 people have reported their figures so far, and the median gender pay gap is a slight improvement from 8.4% to 9.7%, this is still disappointing news for female workers in some of the largest companies in the UK.

Very disappointing. I have always said that is an uncomfortable truth for organisations reporting a significant Gender Pay Gap it in Year one, but an ugly truth Year on Year if they continue to report pay gaps or their pay gap widens.

Companies aren’t obliged to explain their Gender Pay Gap, although many do choose to provide a narrative which makes interesting reading.

Closing the Gender Pay Gap is not a quick fix, it may take years for women at lower levels to progress through the ranks, but there are lots and lots of proactive steps you can take to weave diversity into the structure of your organisation.

My book, ‘Closing the Gap – 5 Steps to creating an Inclusive Culture’, (to be published in March 2019), provides a clear framework for Board Directors to take Inclusion and Diversity off the ‘too difficult’ pile and move forward to create an Inclusive workplace culture with confidence.

There will be challenges, but for the sake of your current and future workforce, your shareholders and customers it is important that you keep going. You need to include everyone in the process and remind them of the importance of your strategy and celebrate your successes along the way.

Business is forever changing so your inclusion and diversity journey needs to evolve too. What works for one organisation won’t work for another. The crucial thing is that you continue to make headway and if you have not advanced as far as you wanted, identify what’s working and evaluate what isn’t, taking the necessary steps to get back on track.

If you want a clearer idea of where to start, why not take my free Diversity and Inclusion Scorecard which gives you additional recommendations to improve each of the 5 key stages in the tribe5 Diversity & Inclusion ™ methodology.

At times your journey will feel like a marathon, but stick to it and you will reap the benefits that a truly inclusive workplace culture brings to your organisation.