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Equality Audits

Equality underpins much of what we do (e.g. when designing new pay structures we always ensure that the changes will satisfy equal pay legislation) and we are always mindful that work of equal value is paid equivalently.  However, there are a large number of organisations who do not know if their existing pay systems comply with the legislation and therefore for these customers we undertake equal pay reviews (or equality audits).

We adopt the pay review model recommended by the Equalities and Human Rights Commission to investigate and analyse current pay systems in order to advise customers on appropriate equal pay practices and to suggest any remedial action that may be required.

An equal pay audit takes a cohort of men and women that are doing equal work (this includes checking for like work, work rated as equivalent and work of equal value) and analyses how all elements of their pay (e.g. base, bonus, supplements, etc.) is distributed.  This identifies any pay gaps, pay ceilings/bars and any unusual distributions.  We then eliminate those items that can be satisfactorily explained on grounds other than gender (such as past/current performance or specific market premia) and then evaluate what remains.  This enables us to identify the potential causes (e.g. issues with the performance management system or the promotion policy) and to suggest possible solutions.
Where requested our equal pay audits can also incorporate the following criteria:

• Ethnic Origin
• Age
• Disability
• Working Status (i.e. part time/full time)