In the UK, upcoming regulations surrounding gender pay are another – albeit broader – step towards addressing the gender gap in senior roles.
The regulations (if approved) will require employers with 250 or more employees to calculate and publish information including average hourly rates, bonus allocations, and how men and women are distributed along the organisation’s pay structure.
The new measures are intended to highlight the proportion of men and women in higher and lower paid roles across an organisation – as this will affect the average levels of pay by gender.
Employers will also need to publish the report on their own website and submit evidence of compliance to the Government. They won’t be compelled to explain the gap, but recommendations are in place to assist companies who wish to review and update policies as a result of the gender pay gap.
These include equality agendas, equal professional development opportunities, and arrangements surrounding paternity / maternity leave and shared entitlement.
If the gender pay gap looks equal, employers will have strong ammunition to promote the inclusive nature of their organisations and attract talent of both genders to their staffing pool.
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