Gender Pay Gap Revisted

Capital

It’s nearing the time of year when organisations with 250 employees or more must publish their annual gender pay gap report.          
With workplace equality still firmly on the agenda, not only must employers be seen to be doing the right thing but they should also take this as an opportunity to assess pay equality within their organisation. In particular, has the position improved since the last report was published – if so, why was this? If not, what are you doing about it? Did you face issues in the wake of your last report?  Have there been any lessons learnt? What does your long term pay strategy look like?           
The risks of either not producing a report or publishing one that only covers the basics can be far-reaching and costly in terms of reputation, litigation risk and budget. This breakfast briefing will recap on the legal requirements and best practice for improving and updating your report and your action plan by reference to real life examples and statistics. 
We will also delve into the wider issues at play and why savvy employers are looking at turning the traditional 9-5, Monday to Friday on its head and reaping the rewards.
 
<HR>
In the session we will cover:
<UL>
<LI>An overview of what to include in your report</LI>
<LI>Industry best practice and good and bad examples of reports and narratives</LI>
<LI>The latest on the EHRC’s enforcement strategy</LI>
<LI>What’s next on the horizon</LI>
<LI>Why it is wider than just assessing pay differentials and how employers can get the best out of their workforce</LI>
</UL>
Who should attend?
<UL>
<LI>HR directors / managers</LI>
<LI>Diversity officers</LI>
<LI>Payroll personnel</LI>
</UL>

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Gender Pay Gap Revisted

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Gender Pay Gap Revisted

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