Last reviewed 17 January 2022
The Government Equalities Office (GEO) has reminded employers of the next deadlines for reporting their gender pay gap data if their organisation has 250 or more employees.
These are: 30 March 2022 for most public authority employers; and 4 April 2022 for private sector, voluntary and all other public authority employers.
It has provided guidance, to help with this requirement, which can be found at https://www.gov.uk/guidance/the-gender-pay-gap-information-employers-must-report.
Employers need to report:
the percentage of men and women in each hourly pay quarter
the average hourly gender pay gap
the percentage of men and women who received bonus pay
the average gender bonus pay gap
the person in their organisation who is responsible for the data.
They must also provide a link to their written statement, if their organisation is reporting as a private, voluntary or other public authority employer, and publish their gender pay gap information in a prominent place on their public-facing website.
Employers can input the relevant data here.
“You may also publish a supporting narrative and an action plan to help explain your gender pay gap and the actions you plan to take,” the GEO said. “This is discretionary. Employers can report and publish their gender pay gap information at any time before the deadline.”
It also advises employers with a headcount of fewer than 250, on the relevant date, to give serious consideration to the business benefits of complying with the rules even though they are not legally bound to do so.
Comment by Kate Palmer, HR Advice and Consultancy Director at Peninsula
Introducing pay gap reporting can be a useful way of evaluating the number of under-represented employees and proactively taking steps to increase this. However, business should also consider wider approaches to encouraging workplace inclusion.
For example, introducing diversity and unconscious bias training for managers and communicating a clear zero-tolerance approach to any form of bullying, discrimination or harassment related to ethnicity.
Businesses can also successfully leverage the benefits associated with positive action tools within their recruitment strategies.
Examples of positive action include: putting statements in job adverts to encourage applications from under-represented groups, such as "we welcome female applicants"; offering training to help certain groups get opportunities or progress at work; offering mentoring to groups with particular needs; or hosting open days specifically for under-represented groups to encourage them to get into a particular field.