Gender Pay Gap: How to Promote Gender Equality in Your Workplace

BlogBusiness Evolution Posted: Tuesday 16th April 2019 by

The final season of Game of Thrones aired on Monday night to the delight of millions of GoT fans around the world. And with it, came the news that the gender pay gap is as rife in Winterfell as it is in the real world. The revelation was made by actress Sophie Turner, who plays Sansa Stark in the GoT series, where she claims to make around £130,000 per episode, less than half of some of her male counterparts.

Here in the UK, legislation requires all employers of 250 or more employees to publish their pay gap data as of 31 March 2018. And, now into the second year of reporting, it’s revealed that almost 8 in 10 companies still pay their male employees more than their female employees.

So, with still such a long way to go to close the gender pay gap, how can you be sure that your business promotes gender equality in the workplace?

Revisit your hiring process

If you’re looking for a place to start, then why not start at the beginning. Let’s face it, very few of us (if any?) can put a hand on heart and say that we are completely unbiased. Admitting that your hiring managers probably fall prey to their innate unconscious bias is half the battle won.

By removing names from the CV/application screening process and focussing only on experience, skills and education, you’ll make great strides to select candidates purely based on merit, and not on gender. This simple move will also help your business to support its commitment to diversity and inclusion across the board.

Pay market rates

While revisiting your hiring process it may also be wise to take stock of how and why salaries are set. Do you pay your staff based on their salary history? Are they paid a fair rate in return for the value they bring?

The fairest way to compensate is to pay market rates across the board and then reward actual outcomes rather than perceived value. Paying market rates will help to raise your business profile and in turn, will support your quest to attract and retain the best talent.

Offer options for flexible working

As we discussed in a previous post, the right to request flexible working came into law in 2014. And, it doesn’t just apply to working parents but to every employee.

According to reports from the CIPD, the average employee works five hours a week more than they’d like to, with a whopping 63% wishing they could reduce their working hours. Although traditionally, women have been at the centre of the flexible working debate, men are also seeking more flexible working options to fit around their family and lifestyle commitments.

Openly offering a flexible working schedule (where business allows), will empower more women to step up the plate and take on additional roles and responsibilities that may have been previously out of reach.

Encourage and mentor emerging leaders

No matter what the size of your business, future-proofing your commercial activity and seeking out the next leader for your succession plan, should be a business priority.

Genuine leadership talent and high performance can often be confused as the same thing. By identifying your future leaders through analysing soft skills and authentic leadership traits, can uncover surprising candidates that could lead your business into the future. Once these leaders have been identified, then it’s time to match them with a leadership mentor and watch them flourish.

Does your business need support with gender pay gap reporting or further help to encourage diversity and inclusion? Human Results can help.

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