Introduction

Around the world organizations are under pressure to demonstrate they are paying fairly. Governments are introducing new legislation, employees are demanding more transparency, and investors want reassurance and action. All this places pressure on pay policies to reflect inclusive, diverse and socially responsible objectives. Employers need better analytics, as well as stronger governance of pay processes and open communication . A core and common feature of fair pay is equal pay. This guide sets out everything you need to know about equal pay and how we can help.

Equal pay drivers

A reminder that equal pay does not mean employees performing the same work or work of equal value have to be paid the same. It means that any differences must be due to objective factors, such as skills, location and performance, and not due to gender (or any other protected characteristics). Employers can differentiate on pay in line with their rewards strategy, but need to be confident that individual employee differences can be explained based on objective, evidenced reasons.

Same and similar work for men and women means equal pay

Work of equal value identified as comparable by objective criteria e.g. training, skills, effort, tasks involved.

Contacts

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Tamsin Sridhara

Global Pay Equity Lead

email Email

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Ruchi Arora

Work, Rewards & Careers Practice Leader

email Email phone +44 7904 385405

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