Table 5.1 Range of opportunities for closing the pay gaps Sources of evidence if Opportunity Equality strand Area responsibility Interventions available Equality reporting All equality Government - Mandatory reporting, with reporting - Gow and Middlemiss strands requirements relating to gender, disability (2011) and ethnicity - Dewson et al. (2011) - in the Section 78 requirement on - IFF Research (2015) Government gender pay gap reporting to organisations - Workshops with fewer than 250 employees - Educate employers to overcome Employers wrongful assumption that equal pay issues are not relevant where there is job evaluation and other formalised human resources processes in place - Place stronger emphasis on action points following equal pay reviews and inclusion of metrics or evaluation methods to determine effectiveness of actions Shared Parental Gender Government/ Employer - Raise level of Shared Parental Pay - Plantenga and Remery Leave (consider statutory and employer top-ups) (2005), cited in BIS - Attempt to mitigate the perceived (2013) negative career impact for a father of - Moss, (2012, cited in taking an extended period of time off work BIS (2013) National Minimum All equality Government - Raise level of NMW appropriately and - Manning and Wage strands progressively Petrongolo (2008) Flexible working Gender/ Employers - Re-organise work to provide - Workshops Disability opportunities for flexible working at all Employers/EHRC grades, particularly at senior levels and in high-paying functions - Educate all employees on their right to request flexible working arrangements at all grades Performance All equality Employers - Pool and moderate evaluation of - Menino (2013) management and strands employees against the same criteria - Olsen et al. (2010)
Table 5.1 Range of opportunities for closing the pay gaps Opportunity Equality strand Area responsibility Interventions Sources of evidence if available Equality reporting All equality strands Government Government Employers - Mandatory reporting, with reporting requirements relating to gender, disability and ethnicity - in the Section 78 requirement on gender pay gap reporting to organisations with fewer than 250 employees - Educate employers to overcome wrongful assumption that equal pay issues are not relevant where there is job evaluation and other formalised human resources processes in place - Place stronger emphasis on action points following equal pay reviews and inclusion of metrics or evaluation methods to determine effectiveness of actions - Gow and Middlemiss (2011) - Dewson et al. (2011) - IFF Research (2015) - Workshops Shared Parental Leave Gender Government/ Employer - Raise level of Shared Parental Pay (consider statutory and employer top-ups) - Attempt to mitigate the perceived negative career impact for a father of taking an extended period of time off work - Plantenga and Remery (2005), cited in BIS (2013) - Moss, (2012, cited in BIS (2013) National Minimum Wage All equality strands Government - Raise level of NMW appropriately and progressively - Manning and Petrongolo (2008) Flexible working Gender/ Disability Employers Employers/EHRC - Re-organise work to provide opportunities for flexible working at all grades, particularly at senior levels and in high-paying functions - Educate all employees on their right to request flexible working arrangements at all grades - Workshops Performance management and All equality strands Employers - Pool and moderate evaluation of employees against the same criteria - Menino (2013) - Olsen et al. (2010)
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