06 Jul 2017
An inquiry led by the Economy, Jobs and Fair Work Committee has concluded that there remains to be a gender-based problem within Scotland’s workforce.Intended as a starting point to understand the reasons behind Scotland’s Gender Pay Gap and the role of the Scottish Government in closing it, the inquiry has observed a number of factors including current challenges, evidence from experts, contributions from individuals, statements from witnesses, and more. The inquiry itself concentrated on three main areas:
- How we define and measure the gender pay gap
- The gender pay gap in the sectors of Scotland’s economy
- Scottish Government action that is being taken, and can be taken, to reduce the gender pay gap
- In 11% of the reports completed, we've reported a mean hourly pay rate where the gap is in favour of the female workforce.
- In 16% of the reports completed we've reported a median hourly rate where the pay gap is in favour of the female workforce.
- We've seen in many cases that bonus gaps are heavily influenced by the number of males in the top pay quartiles compared to the number of females.
Equal PayThe confusion between equal pay and gender pay is also addressed within the report, with witnesses reporting that “as more and more companies begin to publish their gender pay gap information, [the media] will become more critical in ensuring that the general public have a reasonable understanding of the differences between equal pay and the gender pay gap.” The Committee noted that equal pay claims do still exist in Scotland, despite unequal pay on the basis of gender being illegal in the UK for over 40 years, and is disappointed that there are still live claims. The Committee recognised that this is a contributing factor to the gender pay gap, and calls on all employers to ensure, by carrying out equal pay audits, that their pay systems do not discriminate on grounds of gender.
ACAS AdviceOn Thursday 29th June at Croner’s HR Leaders’ Summit, Malcolm Boswell, Director at ACAS, spoke about the Gender Pay Gap, and reiterated their message for employers not to panic. At the conference, Malcolm stated that gender pay reporting did not normally fall in the remit of a HR professional, and resources from across the company should be drawn upon to calculate the required figures. Alternatively, Malcolm pointed out, there are many companies offering comprehensive Gender Pay reporting services, such as Croner.
Croner Gender Pay ReportingGender pay reporting became mandatory on April 5th this year for companies employing 250+ staff, and although there are no direct ramifications for those who do not publish their results before April 4th 2018, the Government’s intention is to name and shame. So to avoid bad PR and to demonstrate their commitment to employee engagement and staff retention, we are encouraging companies to act now and publish their results as soon as possible. To support this, Croner have put together a cost-effective one-stop solution making the process as simple as possible, from initial preparation to analysis, conclusions and recommendations. This solution comes with the added benefit of free access to our employment advice team to discuss or help solve and HR or employment law issues that may arise from the report. To find out more about the service or enquire, visit here. Access the full report here.
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