The recent settlement of the long running saga of Gibson and Others v Sheffield City Council, otherwise known as the ‘dinner ladies’ case, highlights the limitations of the UK’s equal pay legislation.
- Employers starting to undertake a gender pay analysis are recommended to consider the ACAS guidance on voluntary gender pay reporting.
- If new to the area, it would be sensible to start at a basic level and work towards reporting across a number of criteria. The type of approach taken will inevitably be affected by company size and resources.
- Employers can choose to report on the following:
- Narrative measures – this comprises a description of the organisation’s approach and actions in order to provide context for any figures reported
- Workforce measures – these include the gender composition of the workforce as a whole or how women are represented at different levels of the organisation
- Pay measures – these include the overall gender pay gap, full-time gender pay gap or men and women’s starting salaries
- Employers should also benchmark their figures against appropriate industry data.
Mandy Laurie is a partner in the employment team at UK law firm, Dundas & Wilson.