Data analytics has become the brain power of Formula 1 racing with hundreds of sensors delivering millions of data points. This data has transformed racing and has often been the key factor in achieving victory.

So how can the automotive sector utilise data analytics to reduce pay gaps and accelerate diversity within the workplace?

The Office of National Statistics (ONS) data reports a 9.2% median gender pay in the motor manufacturing industry. However, the difficulty with gender pay gap reporting, or any other pay gap reporting, is that the calculations do not tell you why there is a pay gap.

"As an organisation, if you have a 9.2% median pay gap how do you know from this figure alone what the root causes are and what action would be most effective to reduce this pay gap?"

Learn how performing in-depth analysis of your pay and HR data can enable the following. 

  • More efficient and focused action planning
  • A narrative that is data-led and therefore more compelling
  • An accelerated closure of the pay gap

Our briefing note provides you with insightful analysis and a range of informative case studies, as well as tips for action planning.

Read our briefing note

Download our briefing note to see how data analytics can be used to turbo charge diversity and reduce the gender pay gap.

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The gender pay gap in 2022: how it affects your ESG score

Your gender pay gap reporting can have a significant impact on your ESG metrics. So what improvements can you make in 2022? We look at three ways to transform your gender pay gap reporting. 

Read the article

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