Equal pay audits and gender pay gap reporting

Understand data, gain insights, increase fairness.

Workshops throughout the audit process enable discussion of feedback and outcomes following the initial analysis. We can also determine priorities for further detailed analysis. The process concludes with a final workshop that focusses on the overall outcomes and discussion about the action planning stage.

Following an initial scoping workshop when data requirements are agreed, we undertake an initial pay analysis. This includes focus on several factors, including but not limited to:

• Grading profile
• Composition of the workforce
• Gender pay gap by grade
• Pay gap analysis based on different protected characteristics.
• Starting pay analysis

We provide a range of detailed reports based on each protected characteristic as defined by the Equality Act 2010.

The composition of the workforce can have a significant effect on the pay gap, but it’s also important to understand the workforce based on a range of criteria. We therefore typically include more detailed reports based on the following:

• Grade
• Employment groups 
• Job title
• Employment type e.g. full-time, part-time, permanent, and casual
• Length of service
• Age range

We’ll also undertake an initial policy review at this stage of the audit.

This workshop focuses on the initial findings and our view of the key areas for further analysis and other areas that should be reviewed. At this stage we have investigated differences in pay where the pay gap exceeds the 3.00% and 5.00% thresholds advised by the Equalities and Human Rights Commission.

As part of this workshop, we look at the data in our Equal Pay Reviewer system. This enables us to identify and discuss those factors that may be contributing to the pay gap and equal value issues.

We also identify potential areas for further investigation and analysis so that we can identify possible contributors to the gender pay gap and potential equal pay issues.

Detailed analysis and further investigation

Having identified the causes of differences in pay, we consider in more detail other contributors. There is a range of additional analysis that we undertake, which include:

• Detailed policy review
• Analysis based on age
• Analysis based on starting pay
• Analysis based on length of service
• Access to allowances and additional pay

Whilst some of these issues will be considered prior to the Interim Workshop, the purpose of that session is to prioritise a more detailed review either of specific parts of the organisation, or policies and procedures.

Final workshop and action planning

We present our findings and recommendations at a final workshop. The purpose of this workshop is detailed action planning. As part of this workshop, we also model the impact of our recommendations, both financially and in terms of effect on the workforce. Agreed hypothetical scenarios can also be explored.