Thanks to sophisticated payroll software, it is relatively easy for organisations to collect and publish the pay data required for gender pay gap reporting. However, what you do with the figures afterwards may require far more skill from people professionals.

Although not compulsory, it’s important to create a narrative, putting the figures into context for your customers, your employees and other stakeholders, and set out the action you plan to take to address the gap. Any gender pay gap is likely to reflect a combination of internal and external factors (on the one hand, say, the extent of managerial discretion in setting starting salaries and, on the other, the availability of childcare provision locally) that you need to explore.

The CIPD provide information on the relevant legislation in our dedicated member resource. The legal information provided is for guidance only and if your organisation is following related legal proceedings, you should seek further legal advice from a specialist solicitor.

For information on what the gender pay gap is, if you need to report on it and why, refer to our guidance on understanding the gender pay gap

Creating your dataset

Who are your relevant and full-pay relevant employees?

How to calculate hourly pay

The measures

How to communicate your gender pay gap

Closing your gender pay gap

Gender pay gap reporting: Calculation examples

Example calculations for gender pay gap reporting
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