The& Partnership

Their challenge

The&Partnership have made a bold aspiration to establish pay equity across the group, and as part of that journey they wanted to better understand pay equity across the different agencies by ethnicity and disability as well as gender. While it was important for there to be rigour in the approach, there also needed to be a balance between sufficient detail to inform next steps, and information that was easy to share and understand across different stakeholder groups.

Our solution

When discussing the scope of the project, we considered two options. The first was conducting a detailed equal pay audit, which incorporated base pay, variable pay, and allowances to identify potential equal pay risks by gender, ethnicity, and disability, for employees doing: Like work (based on job title); Work rated as equivalent (based on grade and function); or Work of equal value (based on grade). The second option was to conduct a lighter touch pay equity report, focusing only on equity of base pay across the organisation at a grade and function level by characteristic. Balancing the current requirements, and recognising this was the start of a journey, it was decided that a pay equity report was most appropriate, providing insight to identify any priority areas at this stage.

The outcome

We worked closely with the People Team to gather the data, and using graphs, charts, and a traffic light risk rating we played back the analysis through three lenses: an organisational overview perspective; by job level; and by department and job level. We also included pay distribution analysis and workforce composition analysis to add additional insight. Once complete, we presented back the report, to support the People Team in engaging with key stakeholders, and the Employee Resource Group to share the approach and communicate the findings.