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Gender pay gap reporting is a mandatory requirement for schools with 250 or more employees. Identifying whether a pay gap exists within your School or Trust is a crucial step towards fostering a more inclusive and equitable workplace.
With the likelihood that pay gap reporting will cover disability and ethnicity gaps in the near future, you may wish to consider ways to get ahead and reflect best practices by reviewing pay gaps now.
If a gap is identified, taking a proactive approach is key to identifying the cause, and introducing measures to close it. Here are some key actions you can take:
1. Gather data
Start by assessing the data you have. Are you assured that the data held for your organisation is accurate? Check with employees to ensure that you hold the correct information about their demographics and that this information is stored securely.
2. Conduct a detailed analysis
Understanding the root causes of a pay gap is essential. A thorough analysis of pay data should be performed, considering factors such as job roles, levels of seniority, and length of service. This analysis can help identify specific areas where disparities exist and the underlying reasons for these gaps.
3. Develop an action plan and an accompanying narrative
Creating an action plan is vital. This plan should include clear, measurable targets and a timeline for achieving them. The action plan might involve setting specific goals for hiring, promotion, and pay adjustments to ensure fair treatment across all protected groups.
4. Enhance recruitment practices
Schools should review and improve their recruitment processes to ensure they are attracting a diverse pool of candidates. This can include using diverse job boards, implementing blind recruitment techniques, and ensuring diverse interview panels.
5. Promote inclusive workplace policies
Implementing policies that create an inclusive workplace helps in proactively preventing gender pay gaps before they occur. Offering diversity training, establishing employee resource groups, and creating mentorship programs to support the career development of underrepresented groups will place inclusive values at the core of your School or Trust.
6. Regular monitoring and reporting
Regularly monitoring and reporting on pay data is essential to track progress and ensure accountability. MATs should commit to annual scrutinising and use this data to make informed decisions about further actions needed to close the pay gap.
7. Engage with employees
Get into the mindset of your employees. What do they need from your organisation? Conduct surveys, hold focus groups and create open forums for discussion. Encouraging engagement provides valuable insights into the barriers employees face and shapes effective interventions.
8. Seek external expertise
In some cases, seeking external expertise can be beneficial. MATs might consider working with diversity and inclusion consultants or legal advisers to ensure strategies are effective and compliant with relevant regulations.
Conclusion
Addressing a pay gap requires a committed and systematic approach. Schools and trusts can create a more equitable workplace, enhance employee satisfaction, and build a stronger, more diverse organisation by taking proactive measures.
