We believe HR leaders are key to equitable, fair and sustainable business models. While Gender Pay Reporting is often included in DE&I and ESG narratives, it extends beyond mere compliance. With new legislation on the horizon, pay gap reporting on gender, ethnicity, disability or any other protected characteristic, in order to effectively support internal initiatives, your pay gap reporting must be more than just a calculation.
We are passionate about supporting that change which is why our Pay Gap Reporting service provides much more insight than just running the numbers:
- Comparisons against previous years is vital to track and monitor trends
- Population analysis to understand how the impact of distribution changes your gaps
- Peer comparisons to understand how you compare to your competitors
Our Pay Gap Reporting includes three levels of service, all of which offer varying levels of analysis and support in defining action. Our method provides a more rounded approach to help organisations to go beyond meeting the legal requirement, identifying the underlying reasons behind what is driving pay gaps, and policies to help reduce gaps over time.
Finding the headlines
Our core Pay Gap Reporting service:
- Pre-data strategy review
- Data validation
- Pay Gap Reporting calculation
- Written report & data dashboard
- Baseline action plan to start addressing the gap
- High level narrative for publication
- Board prep session
Uncovering the risk
For some organisations, a further discovery by level and function aids in pinpointing exactly where your pay gap exists.
Work of 'equal value' is also analysed to understand if there are any significant pay differences for employees of different gender occupying the same role.
Taking control
To drive change we conduct a deep dive analysis of your people policies and strategy to establish where current practice may be subtly driving differentials. We apply tailor-made metrics to identify the 'invisible' reasons behind the gap and provide recommendations to take control of closing the gap.
Case Study: England Cricket Board
Innecto delivered Gender Pay Gap (GPG) Reporting for our long-standing client ECB – negotiating complex legislation and high levels of media scrutiny. ECB always knew their GPG reporting would be challenging, due to the historically male-dominated nature of their organisation (Male: 72% | Female: 28%). ECB engaged our consultancy team early on to gather their data, complete the calculations in line with legal requirements, run an Equal Pay review, and develop a clear and accurate narrative.
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Why Innecto?
Our phased approach enables you to easily get underneath the numbers, identify focus areas, pinpoint progress and be in control.
It's not just an extract out of an organisation's HRIS system, it's the validation that the right numbers are being used to run the calculations. Innecto doesn't take the data on 'face value', we understand which employees need to be included, the elements of base pay that are in and out of scope and the bonus calculations that are required. This isn't a simple task, particularly if organisations have many components making up their package, such as allowances, salary sacrifice, long service awards, and recognition payments. We guide organisations through the process, and clean and validate data before the calculations even start.
Our simple yet effective graphics tell the story quickly and visually, but we take the time to help you effectively articulate the emerging picture in our handover Board prep session. We can also help with sessions to communicate your pay gap journey to diverse groups of stakeholders.
