Countdown To Reducing Your Gender Pay Gap
Here we are on the other side of the gender pay gap reporting deadline. What happens now? 12 months is no time for organisations to take steps to (start to) tackle any imbalances. The first step is to ensure you've used the data to understand the nature of your challenge so that you start off in the right direction. Read on for a summary of some key ways to make headway before April 2019;
1. Top down buy-in; commitment to reducing your gender pay gap & making your workplace more equitable & inclusive HAS to have board buy-in. Without this backing and senior sponsorship, leading by example, any strategies and policies with lack teeth and stall.
2. Getting a reputation; there are some deep seated cultural assumptions that can shape women's 'choices' from education right through to the pinnacle of their career lifecycle. Early stereotypes and lack of mentoring/role models are thought to be key contributors. One employer might not change the world overnight however, I can attest to the impact on your own employer brand and of positive ripple effects in your wider industry of being a trail-blazer with equitable and innovative working practices.
3. Flex it! Become a true flexible employer with initiatives such as flexible hours, remote working and job sharing to allow for a healthier work-life balance (see Timewise for excellent advice on creating a successful flexible culture). Women still take on the lionshare of childcare but with flexible working policies for all, fathers will also have a chance to play a more meaningful role.
4. Overhaul Recruitment. Review your process from start to finish and be bold with any changes that you make. Starting with unconscious bias training and observing best practice from within your peer group are excellent places to begin, seeking external support if need be. Afterall, there is a ton of evidence that gender-diverse organisations, and boards specifically, are more successful.
5. Succession Planning; sadly very often women may not aspire to the most senior roles with the most responsibility due to responsibilities in the home. However, effective, long-term succession planning in an organisation with a supportive culture, means developing career paths to those senior roles for high potential women.