A first assessment of the impact of Gender Pay Reporting, internally and externally, for employers with over 250 staff.
A guide to how staff, clients and stakeholders have responded, the different types of narrative and presentation and the impacts of transparency with lessons for the future.
Examination of the issues in internal and external publics, the most successful staff strategies and how to move forward.
A legal assessment of the implications and responses of companies, and employees on compensation and transition and the sanctions available for non compliance.
This programme is the starting point for the 2019/20 reporting cycles – how to make a difference with case studies from best practice, research and experience from sector leaders.
Reputation, Implementation, Compensation
For the estimated 9000 businesses eligible to report their Gender Pay Gap statistics there are three fundamental issues which must be addressed:
- The reputational challenge with staff, clients and the public
- The solutions challenge of how to find the changes and transitions necessary for your organisation to close its gender pay gap
- The legal challenge of working within the law whilst making this legal entitlement an asset for your organisation instead of a source of conflict
With only days to go until the government’s 4th April deadline, three-quarters of employers subject to reporting are yet to report their Gender Pay Gap. Of those that have submitted 43 have since had to change and resubmit their data, 153 companies have submitted ineligible data which had not been signed off by a director and a further 30+ companies have made the statistically improbable claim that they have no gender pay gap. All this indicates many organisations are struggling with how to respond to these issues.
This timely event will provide:
- A description of how staff, clients and stakeholders have responded and the impacts of transparency and published gender pay gaps
- Examination of the work, legal and reputational issues to be addressed which have emerged
- A legal assessment of the implications and responses of companies, and employees on compensation and transition.
Make this your starting point for the 2019 gender pay reporting cycle – find out how to make the difference.
Purpose of the conference
- Review impact of first publishing round of Gender Pay Reporting
- Communications, lessons, success and failures
- Responses of employee on social media and in public
- Legal impacts, implications and solutions
- Compare successful strategies
- Hear from communications experts
- Hear from advisers and solutions based organisations
- Sector and industry bases case studies
- Developing employee buy in, sustaining progress
Watch an example presentation from our last event in this Gender Pay Gap Seminar Series – Bibi Hilton of Golin PR outlines the communications challenge presented by Gender Pay Gap reporting:
Who Should Attend
HR and personnel leads in companies with over 250 employees | Board directors for equality and diversity | Company secretaries | Accountancy and finance leaders on payroll data | Legal and advisory services | Public sector suppliers & procurement managers | Public sector organisation equality, diversity, inclusion leads and HR Directors | Trade associations & Professional organisations | Campaign groups | Employee women’s networks | Trade unions and workplace representatives | Professional and chartered bodies | Recruitment and personnel companies