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Category: Gender Pay

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Rethinking your long-term talent strategy to address pay gaps

Gender Pay | Gender Pay Gap | Gender Pay Reporting

How do you make sure you always hire the right person for the job, while maintaining a balanced outlook when it comes to gender, ethnicity and disability? To answer this, we need to explore five main areas of talent management: Diversity in recruitment; Succession planning; Performance management; Learning and Development; and Retention. In this article I’ll be looking at the first three of these key pillars.

Posted by Sarah Nash on
28 October 2022

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What is the future for gender, ethnicity, and other pay gap reporting?

Equal Pay | Gender Pay | Gender Pay Gap | Gender Pay Reporting | Ethnicity Pay Reporting

Only five years have passed since gender pay gap reporting was first made mandatory in the UK and a lot has gone on since 2017. Before the pandemic, we were only just starting to scratch the surface in terms of drawing patterns and tracing trends, and furlough blew a lot of that data out of the window by opening up short term pay gaps which are only now starting to recede back. The data and data-gathering in this whole area is still very immature and could certainly benefit from more introspection, checks and balances in several key areas.

Posted by Sarah Nash on
07 October 2022

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How to reverse the broadening of gender pay gaps caused by the pandemic and narrow them further

Gender Pay | Gender Pay Gap | Gender Pay Reporting

According to the Office for National Statistics’ own data, the Gender Pay Gap (GPG) stood at 27.5% in 1997 and much has been done to redress the imbalance. In 2016 the ONS figure had fallen to 18.1%. A year later it was down to 17.4% and in 2000 – going into the pandemic – it stood at 14.9%. In 2021 the figure had risen slightly to 15.4%. Why?

Posted by Mark Quigley on
12 August 2022

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Diversity in the workplace: why it matters and how you can improve

Gender Pay | Diversity

Since the inception of gender pay gap reporting we’ve seen an increased focus across the board on equality in a whole breadth of areas. Mirroring an entire society will not be possible in every workplace but more than ever it has become important to be open to the idea. If a company is not offering the chance to people from every background to work within their organisation, then why not?

Posted by Sarah Lardner on
05 August 2022

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What does gender pay gap reporting say about your business?

Equal Pay | Equal Pay Audits | Gender Pay | Gender Pay Gap | Gender Pay Reporting

Since the Gender Pay Gap Regulations came into effect in 2017 organisations with more than 250 employees have been reporting their gender pay gap. Increasingly organisations with fewer than 250 employees, and therefore not required to report, have been publishing their gender pay gap as the importance and value of reporting continues to be seen.

Posted by Spencer Hughes on
22 April 2022

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What's driving the 2021/22 gender pay gap?

Gender Pay | Gender Pay Gap | Gender Pay Reporting

As one gender pay year closes, another begins. 9,908 organisations have reported their gender pay gap details on the Government’s website as of close of the 2021/22 reporting year, which is roughly 93% of all required organisations. The ONS will report later this year on what the latest National and sector pay gaps will be, and will report on the key drivers for the changes.

Posted by Sarah Nash on
07 April 2022

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Understanding your gender pay data and turning this into actionable intelligence

Gender Pay | Gender Pay Gap | Gender Pay Reporting

According to the World Economic Forum's 2021 Global Gender Gap Report the Global Gender Gap will take an extra 36 years to close after the COVID-19 pandemic.

Posted by Emer Bucukoglu on
17 February 2022

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The “Genderation” Game

Gender Pay | Gender Pay Gap | Gender Pay Reporting | Gender Pension Gap

Whether you’re from the generation of Bruce Forsyth, Larry Grayson or Jim Davidson, differences in pay between genders continue to exist and haven’t necessarily improved since the early days of Brucie.

Posted by Sarah Nash on
24 September 2021

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Gender Pay Reporting: Should you really be marking your own homework?

Gender Pay | Gender Pay Gap | Gender Pay Reporting

Although the temptation may be to complete your gender pay reporting in-house, Sarah Nash details why, when it comes to regulated activities, it pays to use a consultancy.

Posted by Sarah Nash on
25 August 2021

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Gender Pay Gap Reporting: Don’t delay! Know where you are and plan where you’re going.

Gender Pay | Gender Pay Reporting

Suspending mandatory reporting in 2019/2020 might have eased pressure on organisations at the time but may have potentially set back advancements in pay equality by decades. With a six-month extension now offered for 2020/21 reporting, Sarah Nash discusses why delaying your gender pay gap reporting won't serve you in the long run.

Posted by Sarah Nash on
04 March 2021

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Rubbish in, Rubbish Out – Making Sure your Gender and Ethnicity Pay Data is Accurate

Gender Pay | Gender Pay Gap | Gender Pay Reporting

Closing the pay gap doesn’t happen by chance and it won’t happen overnight, but a strong start puts you in a strong position. Sarah Nash details why you should already have your focus set on your 2021 reporting.

Posted by Sarah Nash on
06 July 2020

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Download our Responsible Reward guide

CEO Pay Ratios | Corporate Governance | Pay Transparency | Reward Consultancy | Pay Fairness | Equal Pay | Gender Pay | Measuring pay | Employee engagement | Pay trends | Communications | Business Ethics | HR Ethics | National Living Wage | BAME reporting | Recognition | Pension

Our aim in producing this guide is to share knowledge around what responsible reward means today and bring it to life with practical examples which you may want to explore at your organisation.

Posted by Justine Woolf on
11 February 2020

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