With the first year of gender pay reporting now behind us a number of organisations are starting to disclose their year two numbers.
Those who have already seen an improvement in their numbers since April 2017 may wish to report a positive movement as soon as possible. Publishing ahead of the pack can also signal to employees and externally that the organisation is genuinely committed to gender diversity and it’s not simply a tick-box compliance exercise.
Companies who expect that their gender pay gap to improve little (or even worsen) have some particular communication challenges and will need to plan early for how they message this.
In our experience, transparency is the best way forward – engage leadership and employees to explain the rationale for the numbers and be clear about the actions that are
being taken to narrow the gap.
