For some companies, gender pay gap reporting is a legal requirement, but how do you make this data lead to actionable change?

Companies with more than 250 employees are required to report their gender pay gap numbers. But during the Covid-19 pandemic, this requirement was paused. CMI brought together a group of Companions to discuss how to move gender pay gap reporting beyond box-ticking to a value-adding exercise. The discussion was chaired by Kate Grussing CMgr CCMI, managing director of Sapphire Partners executive search firm.

“Legislation requires companies to put a link to their gender pay reports on their website, and the government provides a portal, in which you can look up how companies are doing. So it gives a lot of visibility – and that’s part of why the media covered this so assiduously when it was first launched,” says Kate. “Covid-19 created a bit of controversy when it allowed companies to pause their gender pay gap reporting, so it’s still not a very well-established practice.”

“It still puzzles me that we’re even having to have this conversion,” says Nigel Girling CMgr CCMI, head of the professional development school at Inspirational Development Group. “It seems so obvious that we should have dealt with this 30 years ago.”

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