Do you want to have a positive story to tell about your Gender Pay Gap in 2022? Then you need to get started on your Gender Pay Gap analysis now. Sooner, Better, More. Let’s #ResetTheTimeline.
Everyone’s talking about how much the world of work has changed over the past year; a mass exodus from the office, increased flexibility, and the highs and lows of furlough…I’m sure you’ve read the articles. Let us forget the pandemic for a moment and turn back time to the 6 April 2017.
The UK Gender Pay Gap (GPG) reporting legislation had just come into force. With the first reports not due until 4 April the following year, employers had been given nearly a year to digest what they had to do and do it. The long runway up to the first deadline also led to an anxious feeling amongst employers across the UK.
No one wanted to be the first to submit; What if their competitors had outperformed them? What if the press singled them out to the British public for their “shocking Gender Pay Gap”? What if their current or future talent, investors, or customers read it? This anxiety led to the majority of employers submitting very close to the deadline in April 2018; treating it like a tax return - time consuming admin work, to be avoided until the last possible moment.
Gender Pay Gap reporting was not off to a good start.
Since then, the legal requirement to report has been suspended (2020), extended (2021), and so, four years into the process the impact is not what we at Spktral had hoped.
The pandemic is having a disproportionate impact on women due to care responsibilities, furlough, job losses, etc. Now, more than ever, organisations need to understand how the representation of women and men throughout their workforce is changing so that they can take the necessary steps to address and avert inequalities. Aside from this being the right thing to do, there are countless studies evidencing the benefits of a more diverse, inclusive and equitable workplace. Gender Pay Gap analysis and reporting should not be suspended or delayed any longer.
So, let’s Reset the Timeline
Spktral, Paydata and other like-minded businesses and equality organisations, are on a mission to help you “Reset the Timeline” on Gender Pay Gap analysis and reporting. But what does that mean?
Organisations with 250 or more employees must submit their Gender Pay Gap report to the Government every year (30 March for public sector and 4 April for Private and third sector employers). Although this is the deadline, the data for this report is based on a snapshot date from the previous year. For example:
- Public sector: 31 March 2021 is your snapshot date for the report due by 30 March 2022.
- Private and third sector: 5 April 2021 is your snapshot date for the report due by 4 April 2022.
Most employers should have all the information they need to produce their GPG figures by the beginning of May. However, as shown in the chart below, in previous years the majority of organisations delayed publishing this data until very close to the deadline.