Pay gap consulting and analysis
Delivering you deeper insight than standard ethnicity and gender pay gap analysis and reporting
Our actuarial expertise guarantees accurate and time-efficiency when it comes to analysing and reporting on your ethnicity or gender pay gaps.
All you need to do is provide your data and we will use our pay gap tool to categorise your employees, producing results that save you time, costs and resources.
We go further than many other market solutions, providing deeper insight into where pay gaps are occurring within your workforce. This additional knowledge can help you communicate your narrative with greater clarity and explanation, ensure your action planning is focused, and make it more likely your objectives are successful.
Our ethnicity and gender pay gap analytics also include expert analysis from our consultants on how your pay gaps are directly impacting the wellbeing of your employees, and therefore overall productivity.
Combining the advanced data analysis of our pay gap tool with employee insight provides a deeper level of understanding of your ethnicity or gender pay gap – enabling enhanced narrative to support your brand and more focused, efficient and effective action planning.
Our pay gap tool will enable you to move through your own pay gap story.
All you need to do is upload your data –
we do the rest.
Unlike DIY spreadsheets or software, our comprehensive pay gap analysis assesses whether each employee is 'full pay relevant' or 'relevant' so you don’t need to understand all the finer points of legislation (e.g. 2021 may be more complicated because of furloughing). Your calculations will then be conducted accordingly.
Are you reporting on your gender pay gap accurately and efficiently?
Research by our gender pay gap consultancy team found that 76% of organisations were conducting their pay gap analysis internally with 54% completing this manually, often using spreadsheets.
No wonder then that the Royal Statistical Society has identified numerous reporting errors, with some estimates being that 15% of all reported pay gap figures are inaccurate. This could have significant consequences for employers.
Whilst our pay gap tool will rely on the data you provide, we can identify outliers and the calculation methods for mean, median and quartiles has been established by actuaries following Government legislation. You can therefore be confident your pay gap analysis will be correct and avoid fines.
Using our tool will also ensure your pay gap reports are compiled efficiently, saving your business time and effort each year.
Comparing your own pay gap reporting figures against the previous year may reveal a trend. Is your action planning proving effective in closing an ethnicity or gender pay gap?
Meanwhile, understanding how you compare against your competitors is important for talent management and to ensure competitiveness for clients, your supply chain and potential investors.
Our pay gap tool will provide pay gap benchmarking against competitors of your choosing with easy-to-understand chart comparisons. Our ethnicity and gender pay gap consultancy service will then help to analyse and propose straightforward actions based on the results.
Without knowing where your pay gaps exists within your workforce, it is difficult to effectively address it.
Our pay gap tool delivers the intersectionality you need, across factors including:
Our ethnicity and gender pay gap consultants provide commentary throughout our reporting tool, designed to aid discussion and insight beyond the surface data.
Various factors can skew the results and your ethnicity or gender pay gap analysis may look very different if you exclude or include certain data.
Whilst there is clear guidance on how to calculate your mandatory reporting figures, there is great value in understanding what is causing your pay gap. This can aid your narrative and action planning.
Our pay gap tool can plot all employees' average hourly pay on an S-curve. This enables easy identification of any outliers that may be distorting the data.
You can exclude any individual and the tool re-runs your pay gap figures based on this exclusion with a comparison to your mandatory reporting. You can then clearly identify the impact this is making and prepare your narrative accordingly.
Overlaying employee insight with your data analytics will really strengthen your insight into underlying causes and enable you to focus any interventions effectively.
Employee surveys are a traditional approach and provide good measurable data. You can also effectively combine this will a wellbeing survey to measure the impact of any pay gap or combine it with other workplace surveys you already have planned. However in the current environment of survey fatigue there are other options which can offer a fresh approach and provide compelling content:
We are specialists in employee surveys, including our award winning BWell wellbeing survey.
When you hold up the mirror, what do you see – and what do other’s see?
Your organisation’s publicly available gender pay gap reports offers potential talent, clients, supply chain, investors, competitors and other interested parties a unique view into your organisations culture and values and your organisation will be judged on what they see. For employees too, there shouldn’t be a 'perception gap' between your organisation’s report and the living reality.
When 64%* of those involved in gender pay reporting, say mandatory reporting produces meaningless results, having external stakeholders interpret these without any context, or understanding of the whole story, leaves your organisation open to being judged unfairly. Our deep pay gap analysis tool can provide insights that will enable you to construct your narrative and tell the full story, factually, with an explanation instead of an apology.
Our ethnicity and gender pay gap consultancy team can work with your internal communication teams, or we can craft your narrative for you using our in-house creative agency, DrumRoll. This will position your organisation as credible and transparent in a refreshing way – and prevent the public from jumping to conclusions.
*Barnett Waddingham gender pay gap market research, January 2020
It’s important to know what to target in order to deliver a measurable reduction in your ethnicity or gender pay gap.
Without this, organisations can only implement generic actions, which often waste resource and deliver little impact. The data analysis conducted by our pay gap tool will identify exactly where the gap falls, so your interventions tackle the real underlying issues.
Older workers, those working reduced hours, or in higher salary bands?
Find out what blockers to progression employees are experiencing
Re-model the impact of your proposed interventions on your pay gap
To arrange a call with our ethnicity and gender pay gap consultancy team to discuss your pay gap analysis, or for further information, please email us below or call 0333 11 11 222 to talk with Melissa Blissett or David Collington.