Gender Pay Gap Reporting
What is Gender Pay Gap Reporting?
From 2017 all Employers with 250 or more employees must publish and report specific figures about their gender pay gap.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’.
DHU Health Care CIC (DHU) must comply with the gender pay gap regulations for 2018. We are required to report using the data taken from our April 2017 Payroll run.
What we have to calculate and publish
DHU must follow the rules in the regulations to calculate the following information:
- Mean gender pay gap
- Median gender pay gap
- Mean bonus gender pay gap
- Median bonus gender pay gap
- Proportion of males receiving a bonus payment
- Proportion of females receiving a bonus payment
- Proportion of males and females in each quartile pay band
A written statement, authorised by an appropriate senior person, which confirms the accuracy of their calculations.
The information must be published on both the employer’s website and on a designated government website at www.gov.uk/genderpaygap.
Rules on part-time work and job-sharing
For the report DHU must also include each part time worker who will count as one employee for gender pay reporting purposes. If an employer uses job-share arrangements then every employee within a job-share counts as one employee each. So, if two people job-share, they would still count as two employees for gender pay reporting purposes.
Agency workers will form part of the headcount of the agency that provides them, and are not included in DHU numbers. Similarly any individual who is employed by their own service company, which, in turn, contracts to DHU, would be caught by the headcount of employees for the service company if it employs 250 or more employees, not by the end user.
What if DHU fail to publish the gender pay report?
It is a legal requirement for all relevant employers to publish their gender pay report. Failing to do this within one year of the snapshot date is unlawful. The Equality and Human Rights Commission has the power to enforce any failure to comply with the regulations
DHU will also run a reputational risk if we fail to publish the information, and in many cases the suspicions behind why an employer failed to publish their gender pay gap could have a negative impact and be far worse than what the report would have shown.