For law firms across the country, the 2017 gender pay gap regulations represent an opportunity. As the deadline for the analysis of the Gender Pay Gap and Bonus Gap for the The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 grows closer, the urgency for legal firms is both in demonstrating positive action within their own organisations and in providing clients with necessary legal support and practical guidance for compliance. It’s high time to assume the mantle as leaders in ending the gender pay gap, and inspire those you work with to do the same.
“Working with Gapsquare has enabled many of our clients to see at a glance where any gender pay gaps exist and to analyse the factors behind the statistics. With the insights gathered from these analytics, they can now take positive steps to address any issues ahead of the gender pay snap-shot date, and well before the deadline for publishing their data”.
Victoria Parry, Partner, Osborne Clarke LLP
Gapsquare was specifically built to help clients become self-sufficient in complying with gender pay gap reporting while also helping businesses close their gender pay gap. With a few clicks on the screen, you get your instant reporting figures, and the results include data that will assist both you and your clients in taking action. Our interactive dashboards will point out the trends in your gender pay gap and identify what you can do to narrow the gap.
Currently there are two versions of Gapsquare available online. The FREE tool will calculate some key reporting indicators such as the median and the mean pay gap, and will distribute your workforce across the pay quartiles. The PRO tool will automatically calculate the hourly rate excluding overtime and provide all reporting figures for pay and bonus gaps. Gapsquare’s advanced PRO tool includes guidance that will help you and your clients emerge as trailblazers in tackling the gap.
Our dedicated team works to guide you in making the most of our tools and prepare your business effectively.
“It was clear to us that many employers would need advice and support at an early stage on the new gender pay gap reporting regime. And we felt it was crucial that this advice covered not only the mechanics of the reporting exercise itself but the wider ramifications for the business… To that end, we built contacts with relevant stakeholders such as the Government Equalities Office, Gapsquare and Deloitte… “.
Amanda Steadman, Professional Support Lawyer, Addleshaw Goddard
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