How to measure and report a gender pay gap
Author: Mark Crail
Click on any of the hyperlinks to go to more detailed guidance below.
- Be aware that the enforcement of gender pay gap reporting has been suspended for the 2019/2020 reporting year, due to the coronavirus (COVID-19) outbreak.
- Understand what the gender pay gap is, and the factors that can influence it - and appreciate that most organisations will have a gender pay gap.
- Ensure that you know which gender pay gap data you will need to report, and which employees need to be taken into account in relation to the different calculations.
- Make sure that the finance department understand which data will be required, and involve other relevant departments, such as corporate communications, from an early stage.
- Gather the data on "full-pay relevant employees" required to calculate the gender pay gap, and calculate each employee's hourly rate of pay.
- Calculate the organisation's mean gender pay gap and median gender pay gap.
- Gather the data on "relevant employees" required to calculate the gender bonus gap.
- Calculate the organisation's mean gender bonus gap and median gender bonus gap, and the proportion of men and women paid a bonus.
- Calculate the proportion of male and female "full-pay relevant employees" in quartile pay bands.
- Be ready to report and explain your gender pay and gender bonus gaps.
- Consider using the XpertHR gender pay gap reporting service to receive a confidential bespoke report based on your raw data, setting out the figures you need to report.