Currently the publication of action plans is not mandatory, however the Equality and Human Rights Commission has said it is essential that these plans are published if a business wants to demonstrate a real commitment to reducing the gap.
We have carried out an analysis of employers’ gender pay gap action plans to understand what they are doing to drive meaningful change and tackle inequalities facing women in the workplace.
Important findings include:
The report also makes several recommendations for what to include in a good action plan, such as:
anonymising CVs and application forms
Rebecca Hilsenrath, Chief Executive of the Equality and Human Rights Commission, said: Earlier this year gender pay gap reporting shone a light on some of the issues women face when accessing, progressing and staying within the workplace. As we head towards the second year of reporting, the attention now needs to shift towards employers who must play their part in reducing the gap, starting with publicly setting out how they intend to address it in their organisation.
‘Specific and time bound action plans can do more than just identify the barriers holding women back in the workplace, they can help to create an environment where female employees can flourish, as well as demonstrate to employees, customers and shareholders a commitment to improving working practices, and can enhance the organisation’s reputation.
‘As the body responsible for enforcing the gender pay gap regulations, we’d like to see them go further and are calling for the government to make the publication of action plans mandatory, so that reporting can drive meaningful change.’