Under new laws, companies with over 250 employees will have to publish data about their gender pay gap in 2018. As the discussion grows around why the gender pay gap is still such a pertinent issue for business leaders, so does the confusion about what it is we actually mean by a ‘gender pay gap’. The fact is, the problem, just like all issues of diversity and fairness, is not straightforward. That’s why the team at Gapsquare are working to keep it simple, both in terms of understanding the gender pay gap, and understanding what can be done about it.
Gender pay gap and equal pay, what’s the difference?
When looking at equal pay, we can focus on the relatively simple issue of whether we have achieved the equal pay of women and men for work that is ‘valued’ the same. This forms the basis for the Asda equal pay claim battle in which employees argue that their work is worth the same as the work done by male employees in warehouses. The decision around this comes down to whether the work is valued the same and, as such, the pay should be too.
While the gender pay gap incorporates this issue, it also looks at the problem of the influence of gender on pay in a wider sense. Gender pay is influenced by other aspects of women’s experience of the world of work. The Fawcett society, for example, lists four key determiners of the gender pay gap that may set your organisation back in the 2018 rankings. According to their 2015 briefing:
“There’s no one cause of the gap – important factors are discrimination, undervaluing roles predominantly done by women, dominance of men in best paid positions and unequal caring responsibilities”.
It may be the case that your organisation has achieved equal pay, but that it suffers from an obvious gender pay gap. The government’s new legislation aims to assist you in being pay gap-savvy and working to develop all of your employees fairly and with awareness of the complexity of the barriers that face them.
What’s Gapsquare and how can we help?
In the government’s response to the “Closing the Gender Pay Gap” consultation, February 2016, it was noted that “organisations estimated that it would take an average of 68 hours to analyse and publish a gender pay gap”. It doesn’t take much imagination to see that this is going to require investment both in time and money. And this is where Gapsquare comes in.
At Gapsquare, we are passionate about employment that is fair for all, and, by simplifying data analysis, making it easily understandable and relevant, we make the process a lot more efficient and less time-consuming for businesses. We believe that closing the gender pay gap does not have to be complicated and passionately advocate that doing so will be beneficial for companies and their employees. We know, for example, that gender diverse companies are “15% more likely to have financial returns above…industry averages”. It is with this in mind that we are working at the forefront in diversity-focused data analysis.
At this very moment, some 7, 960 HR and Payroll managers are spending their limited time trying to work out how to approach confusing regulations regarding payroll data. Gapsquare.com makes it quick and simple to keep on top of these regulations, we calculate your gender pay gap and generate comprehensive reports and visual interpretations to take the strain off you. Managers can use the data in their reports, as well as in making data-driven decisions about ways to decrease the pay gap. At present, we offer a free tool, and a more advanced package, depending on how expansive you would like your data analysis to be.
At Gapsquare, we know that companies are working hard to put their people first and that they consistently benefit from doing so. If you pride yourself on your reputation as a fair and progressive employer or are looking to work to put an end to the gender pay gap in your company, we encourage you to make sure you are ‘effectively utilising women’s academic achievements, experience and talents’ by getting #Gapsquared.