How to Communicate the Gender Pay Gap

Many organisations I speak with fear the gender pay gap reporting deadline. They are keeping their figures back anxiously and hope to get lost in the crowd at the end of March and beginning of April. What will the media make of the numbers? What if their figures are worse than those of others in the sector? How will it impact the brand? And, perhaps most importantly, how will employees respond and how will that impact engagement and salary costs? In fact, though, we have already seen how to do it well.

Tips on how to communicate the Gender Pay Gap

Of course it’s not easy, as it is a delicate issue. Pay is closely related to how valued people in your organisation feel. And if you get it wrong the consequences can be disastrous. You just have to look at the BBC to know what I mean. But it can certainly be done. Here are some of the lessons from the organisations that did handle it well.

Have a good narrative about your Gender Pay Gap

When you communicate the gender pay gap, explain what the gap is and how it’s different from equal pay. Explain what is causing the gap. Is it to do with the lack of women in senior roles? Is it to do with the lack of women in traditionally male – and better paid – roles? Is there, in fact, an equal pay issue? What are the reasons behind your pay gap? Is it historical? Is it the lack of graduates in your area of expertise?  Also admit openly, what is and isn’t worrying you.

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