According to the BBC earlier today, not much has changed in the terms of the mean gender gap, it has lowered slightly from 9.7% to 9.6%. Whilst some companies will have missed the deadline, the majority of the expected 10,000 organisation did publish their gender pay information in time.
So, now the analysis of the data commences, as well as scrutiny of those organisations who missed the deadline and examination of the narratives from those where the gender pay gap has widened. There are also important lessons to be learned from those narratives where the gap favoured women – just 14%.
Many organisations want to address the disparity in underrepresented groups and create inclusive workplace cultures but often don’t know where to start or they undertake one off initiatives that are not holistic and sustainable.
That’s why I felt compelled to write my book Closing the Gap – 5 Steps to Creating an Inclusive Culture so that I could help as many companies as possible. By following the tribe5 Diversity & Inclusion ™ methodology organisations have a clear framework to follow – but it’s not a quick fix.
The starting point has to be taking stock and identifying the reasons behind any pay gaps. This might include things such as exploring the demographics of your workforce, the flexible working arrangements you have in place and who takes these up. In addition organisations should look at their entire organisation culture, mindsets and leadership behaviours. It’s only when you adopt a holistic approach that you’ll start to see and experience a fairer working environment.
So for many historic and cultural reasons there is still a huge gulf between the average pay of men and women, but there is now every opportunity for companies to address this disparity and reap the benefits.