How will pay gap reporting affect your organisation?

Atlas Director, Vanessa Pine spoke at the Fawcett Society Conference on the Gender Pay Gap in October 2017, alongside the Minister for Equalities Anne Milton, Confederation of British IndustryChartered Management InstituteChartered Institute of Public Relations and Royal College of Nursing.

Two-thirds of women believe there is a gender pay gap in their organisation, do you believe this is true for yours? In early 2017, regulations were laid before Parliament to make pay gap reporting compulsory for companies with more than 250 employees. Whilst HR and legal teams may be monitoring this from a compliance perspective, most communications teams have not yet had the chance to consider the implications for their organisation's reputation and brand.

Snapshot data from April 2017 will have to be shared on company websites, as well as published in Government league tables, within 12 months. With the clock ticking... are you ready for the questions that your staff, stakeholders and customers will ask about those numbers? 

 

MORE THAN JUST NUMBERS, COMPANIES MUST CONSIDER THEIR NARRATIVE 

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Before April 2018, you need to prepare to publish the difference in mean and median pay between male and female employees, including bonus payments. We can help you pre-emptively manage the reputation risk, address negative perceptions and establish a positive profile for your diversity and inclusion efforts. Vanessa Pine, Director of Atlas Partners and former special adviser to the Equalities Minister, was part of the team that secured support for these regulations in Government. As such, we are uniquely well-placed to help you accelerate work to close your gender pay gap, celebrate what you are already doing and prepare for the questions that will arise from staff, stakeholders and the public.

 

GIVING MEANING TO THE METRICS 

There is plenty of guidance for HR professionals on how to calculate the gender pay gap numbers, but very little on what they might mean for corporate reputation. We can help you interpret the figures for your organisation, explain what factors contribute to your pay gap, and showcase what you are doing to reduce it. We can run a bespoke pay gap focussed narrative development workshop and weave equality into your long-term communications strategy.

We can help you remind senior executives and organisation leaders why they should care about diversity enough to drive real change, with a catalogue of case studies and lessons from other brands. Your pay gap narrative will need to challenge preconceptions, pierce complacency and underline the business imperative for creating diverse teams - as well as talking about it.

BATTLES IN GOVERNMENT OVER THE PAY GAP

Atlas Founding Partner, Vanessa Pine reflects on her experience of the pay gap policy battle in Government that will now shape corporate communications plans for 2017 in this blog... 

I was a reluctant feminist in my 20s. More interested in climate change and foreign policy issues, I didn’t want or need any special measures to compete on a level playing field with my male peers. Why should I be considered a special case because of my gender? As an opinionated woman in politics, when it was occasionally suggested that I consider becoming an MP, I rejected the idea that I’d need an all women short-list to do so (quite aside from having no interest in the idea of standing altogether).  

Fast forward ten years and I feel differently now about feminism. So why the change of heart? Keep reading...

Get in touch with us to discuss how to plan for this new statutory reporting requirement. We can help you bring together the right internal stakeholders, prepare for the reputation risk and the potential opportunities it presents for your future communications strategy.