gender pay gap reporting 2021

When employees have more than one job with your organisation, you can either choose to count them according to how many employment contracts they have or as one employee. There were some important changes to enforcement of the gender pay gap reporting regulations for the 2019/20 reporting year (which used a snapshot date of either 31 March 2019 or 5 April 2019). The headline gender pay gap figure fell to 7.4% in April 2020, according to the Office for National Statistics. trailer <<6A19527B06FB41318FB0EE28A212632A>]/Prev 187453/XRefStm 1285>> startxref 0 %%EOF 741 0 obj <>stream f`b``Ń3� ���ţ�1�x4>F�0 ��V endstream endobj 719 0 obj <>/Metadata 91 0 R/Pages 90 0 R/StructTreeRoot 93 0 R/Type/Catalog/ViewerPreferences<>>> endobj 720 0 obj >/PageWidthList<0 612.0>>>>>>/Resources<>/Font<>/ProcSet[/PDF/Text]/Properties<>>>/Rotate 0/StructParents 0/TrimBox[0.0 0.0 612.0 792.0]/Type/Page>> endobj 721 0 obj <> endobj 722 0 obj <>stream That not only undermines the credibility of the report but also the organisation’s commitment to diversity in general. Because the snapshot date for the pay gap reports immediately follows the preceding year’s reporting deadline date, some commentators have expressed concern that organisations – particularly in the first few reporting rounds – will not have had time between the reporting deadlines and the snapshot dates for interventions to take effect. 0000013784 00000 n The one-off reprieve applied to gender pay gaps relating to data from 5 April 2019, which had been due to be reported within a year from that date. The median gender pay gap for full-time UK employees in the 2018-19 reporting year was 9.6% – 0.4% up on the 2017-18 figure. If your organisation is listed in Schedule 2 to the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, you must publish and report your gender pay gap data following the public sector rules (using a snapshot date of 31 March). Employee Benefits Live, • Occupational Health & Wellbeing 0000004016 00000 n MPs call for wider gender pay gap reporting. Compensation & Benefits Since it will be two years since many employers last reported, it is important to check whether your organisation is obliged to report this time round or not. Create an obligation for employers to publish a plan to reduce or remove any pay gaps. New regulations that require some large UK companies to report their executive pay ratios was announced in January 2019, and the first reports were published from January 2020 onwards. Employee Relations In view of the position last April, this could constitute a significant proportion of the workforce. Executive agencies can also voluntarily report for their own organisations. - CIPHR. HR Consultant Its median ethnicity gender pay gap for bonuses paid during the reporting period is 17.7% compared to a 25.5% bonus pay gap the previous year. Arms-length bodies (such as statutory non-departmental bodies) must publish and report as they are separate legal entities from their sponsor department. For academies in and out of chains, and for free schools, the proprietor is responsible for reporting their gender pay gap data. With so much changing so quickly at present, gender pay gap reporting in April 2021 also still seems a long way off, but improving the gender pay gap has always been a long-term game. It has also chosen to report its ethnicity pay gap data, finding a 15.3% mean difference. For example, ‘women earn 15% less than men per hour’. To date, the committee’s recommendations have not been implemented. “With waves of lockdown, and more working from home, our fear is that what limited transparency we had, is at risk. Added link to new publication 'Closing the gender pay gap - actions for employers', Additional guidance added to include public sector organisations' responsibilities for gender pay gap reporting. The reporting regulations require organisations with 250 or more employees to publish the differences in mean and median hourly rates of pay for male and female full-time employees, the gap in men and women’s mean and median bonus pay, the proportions of male and female employees awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower-middle, upper-middle and upper quartile pay bands. In a report released on Equal Pay Day, the date at which women in the UK effectively stop earning for the rest of the year compared to men, the Fawcett Society says there are warning signs that gender equality is “going backwards” because of the challenges many women have faced because of the pandemic, as well as signs of hope. Over the reporting period, 86.5% of Bame employees received bonuses, compared to 88.4% of non-Bame staff. publish a written statement on your organisation’s website which confirms the accuracy of your calculations. This will require careful explanation in the report, especially where it otherwise may suggest your gender pay imbalance is getting worse rather than better. The definition of ‘employee’ for gender pay gap reporting includes: If your organisation uses agency workers or service companies, they count as part of the headcount of the agency or service company that provides them - not your organisation. our fact sheets Gender pay reporting: obligations for employers [83kb] and The top ten myths about gender pay reporting [86kb] our Gender pay reporting notification template [64kb] . Independent and private schools should follow the private sector gender pay reporting regulations (using 5 April as the snapshot date). Learn more about which cookies we use in our cookie policy. Wellbeing Gender pay gap falls to 7.4%, ONS figures reveal, Gender pay gap reporting: the implications of furlough, Majority of female STEM recruits expect to see gender pay gap report. 0000015826 00000 n Employers who were under (but close to) the threshold in 2018 may now be over it. 6776955. You can also get advice on managing your organisation’s gender pay gap from the Advisory, Conciliation and Arbitration Service (Acas) website. Covid-19 related excuses will not be accepted for long. 0000006506 00000 n From offering more flexible working options to help working mothers, to promoting virtual networking and mentorship opportunities to keep careers progressing, to building fair and unbiased furlough and redundancy processes, there’s plenty of ways to help. Occupational Health More information can be found in our Cookies and Privacy Policy. However, the report also acknowledges the positive effect the events of 2020 have had on gender equality. Just under half (48.7%) of employees in the highest pay quartile at Channel 4 are female, compared to 46.1% in the second quartile, 60.5% in the third quartile and 71% in the lowest pay quartile. Workforce Planning, • About Personnel Today Bloomberg’s Gender Reporting Framewor k Companies are encouraged to communicate with investors using the below framework for ffscal year 2019. 0000000776 00000 n HR Systems There were some important changes to enforcement of the gender pay gap reporting regulations for the 2019/20 reporting year (which used a snapshot date of either 31 March 2019 or 5 April 2019). Around 6% of organisations that had to publicly report their gender pay gap figures for 2017 did so after the spring 2018 deadline. If you continue browsing, we assume that you consent to our use of cookies. If you continue browsing, we assume that you consent to our use of, Allen and Overy reports 59.9% mean gender and 22.4% ethnicity pay gaps, PRS for Music reports mean gender pay gap of 13.8%, Disability pay gap in the UK stands at 20% for 2020, Kraft Heinz Company reports mean gender pay gap of -6.5%, World of Books gives employees early access to pay, Rostrum introduces a new health and wellbeing benefit for staff. As a general rule, you must count an employee based overseas if they have an employment contract subject to English, Scottish or Welsh law.

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2020-11-14 | Posted in 自治会からのお知らせComments Closed