Striving for equality: CIPD releases its gender pay gap report

 

As the professional body for HR and people development, the CIPD probably draws more attention than most when it publishes its gender pay gap data (as enforced by government regulations that came into play in April 2017). After all, they’re the ones we look to for best practice advice and leadership.

So how do they fare? As a top line, the CIPD reports a mean gender pay gap of 14.9% and a median gender pay gap of 10.8%. As we predicted in our article about ‘equal pay’ not being the same as ‘gender pay gap’, the CIPD has been understandably keen to support these results with a narrative.

In short, it raises how – particularly in smaller organisations – small fluctuations can have a big impact on their overall stats. The example they use, was that if they had a female chief executive in place of a male one, their overall mean gender pay gap would drop from 14.9% to 9%.   

And that whilst 69% of the 332 employees are females, 53% are in the lower and lower middle pay quartiles, compare to 55% of male employees earning the upper middle and upper pay quartiles. Which goes to reinforce that it’s vital that people understand the difference between gender pay gap and equal pay.

Peter Cheese, Chief Executive of the CIPD critically highlights, “The analysis of our data confirms that the CIPD pays men and women equally for doing equivalent work. Our gender pay gap exists largely because we have a greater number of women in the workforce with a higher proportion in our lower level roles.”

And that’s all anyone can ask for realistically isn’t it? However, it’s nice to see that the CIPD isn’t trying to totally explain their gender pay gap away. In fact, they’ve greeted it in a very considered way. And the very good news for the female (and male) employees of the CIPD is that they’re taking the findings seriously and putting measures in place to address the three main areas of concern.

First, they’re going to introduce a gender pay gap analysis into the management process – to flag disparities at annual pay reviews and address any possible bias – from the point of recruitment to promotions and salary discussions. Secondly, they’re looking to tackle the gender imbalance, to explore how to attract more men into the organisation at every level of the CIPD. And finally, they’re intending on championing flexible working for all, to allow people to achieve their full potential.

Peter Cheese, said “Real progress on workplace fairness and inclusion will come when organisations more consistently gather and act on their workforce data and insights. We welcome the opportunity to explore and publish our gender pay gap in line with the new reporting requirements as part of our journey as an employer, and in support of our wider work on workplace inclusion”. 

It's this kind of attitude that goes to show that this is a government initiative that’s making positive waves in addressing equality in the workplace. Let’s hope we see more of the same from other companies.

Thursday, 23 November 2017

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Striving for equality: CIPD releases its gender pay gap report
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