Gender pay gap guide published

The group has produced the toolkit with the aim of helping businesses to effectively interpret and use the data they report.

It also includes advice on how smaller organisations that fall under the reporting threshold (fewer than 250 staff) can report their gender pay gap, and how to advocate for gender diversity in the workplace.

Wacl recently worked alongside the Chartered Management Institute (CMI) and Fawcett Society to lobby the government to reinstate mandatory gender pay gap reporting after it was postponed due to the pandemic.

Jackie Stevenson, president of Wacl and founding partner and chief executive, The Brooklyn Brothers, said: “If you report, you’re only at the start of a critical journey. The subsequent action plan will result in a more diverse business, one which is happier and, ultimately, a more profitable. Making changes can be challenging. We need a constant drum-beat of activity to keep this important issue front-of-mind. This toolkit outlines steps we can all take.”

Businesses with more than 250 employees have been legally required to report their gender pay gap data since 2017. Enforcement was withheld during the pandemic but is set to resume from October 2021.

Last week, the Confederation of British Industry (CBI), Trades Union Congress (TUC) and Equality and Human Rights Commission (EHRC) wrote a letter to Cabinet Office minister Michael Gove, calling for mandatory ethnicity pay gap reporting.