Welcome to "How to Solve Your Pay Gap Issues within 24 Hours."

I'm Michelle Gyimah, a pay gaps consultant strategist and founder of Equality Pays.

In this training, we will explore the root causes of pay gaps, how they manifest in the workplace, and their impact on both individuals and organisational performance. We will provide you with practical tools and steps to address these issues effectively, ensuring you focus on the most impactful actions.

By the end of this session, you'll be equipped to tackle pay gap challenges efficiently and foster a more innovative and high-performing workplace. Let's get started!

What is the Gender Pay Gap?

A decade ago, this topic was niche, but the global pandemic has propelled it into mainstream conversations by reshaping our views on work and employer expectations. Consequently, more countries are enacting pay equity legislation, and organisations are reporting their pay gaps globally.

This module will give you a quick overview of what the gender pay gap is and how it differs from equal pay.

What can contribute to a Gender Pay Gap?

In this module, we delve into the persistent issue of the gender pay gap in the UK. Despite being a modern economy, every sector still experiences a gender pay gap. We explore the root causes, from the underrepresentation of women in senior roles to systemic biases that impede their progress. The discussion highlights the lack of flexibility in senior positions, pay transparency issues, and the societal expectations that influence career choices.

By breaking down these factors, we aim to understand why women continue to earn less than men and what can be done to close this gap. 

Broadening the conversation around pay gaps, let's focus on moving beyond the commonly discussed gender pay gap. We explore the existence and impact of ethnicity pay gaps, disability pay gaps, and the complexities of intersectional pay disparities.

In this module, we explore the significant societal and organisational benefits of closing the gender pay gap.

By enabling women to reach their full earning potential, we strengthen both the global and local economies. This leads to increased investment in families, education, health, nutrition, and housing, reducing family poverty and promoting social justice and equal opportunities.

Here we delve into the often overlooked challenges organisations face when addressing the gender pay gap.

As a pay gap consultant, I share insights and experiences from working with various organisations to help them understand their data and develop effective strategies. We'll discuss why metrics matter, the importance of context, and the public perception of gender pay gap figures.

I'll also reveal some behind-the-scenes challenges, such as the fluctuating nature of pay gap figures due to internal and external factors.

As a pay gap consultant, I emphasise that while reporting pay gap figures is a legislative requirement, the real focus should be on the actions taken in response to this data.

We'll discuss the importance of proactive measures and outline various strategies such as equitable recruitment processes, flexible working policies, and pay transparency.

These interventions, though complex, are essential in closing the gender pay gap and are closely watched by the public, stakeholders, and investors.

This module is designed for reward professionals, HR professionals, and DEI specialists who are tasked with developing and implementing pay gap strategies. While our primary focus is on gender pay gaps, some aspects will also be relevant to ethnicity pay gaps.

We'll explore what successful pay gap actions look like and how to define success beyond merely reducing the pay gap figure.

Understanding the pros and cons of focusing solely on the pay gap percentage, we'll discuss the importance of context and the broader implications for organisational success.

We will discuss how focusing on meaningful pay gap actions can prevent fatigue and apathy among HR professionals, who often feel pressured to produce favorable figures.

By addressing the root causes and providing context, we can foster genuine progress and avoid disillusionment with pay equity initiatives

In this module, we explore how to shift focus from merely reducing the pay gap figure to adopting alternative measures of success using my unique framework.

We'll discuss the importance of understanding perspectives, focusing on the journey and learnings, and layering accountability throughout the organisation. 

In this module, we look into the Government Equalities Office's guide on the most effective actions organisations can take to close the gender pay gap. We'll highlight key strategies including things such as committing to pay transparency,all the way through to offering mentorship programs.

Additionally, we'll discuss the importance of analysing recruitment data to identify and address pay gap hot spots.

Real-world examples from organisations that have successfully adopted new approaches to support their employees and promote gender equity.

From increased female promotions and bonus distributions to enhanced parental coaching and sponsorship programs, these strategies not only help reduce pay gaps but also foster a more inclusive and supportive workplace.

Now we can focus on actionable steps to address the root causes of the gender pay gap in your organisation. We'll discuss the importance of gaining clarity on your current state through deep dives into recruitment, promotion, retention, and exit data.

Understand what needs to change and where you can make the most impact. 

Hi, it's Michelle again!

Thank you for participating in this training on addressing pay gaps in your organisation. We've covered a lot of ground because pay gaps are multifaceted and require comprehensive approaches. Remember, this is an ongoing process that needs regular assessment and commitment. The benefits are significant, from enhancing your business reputation to improving organisational performance by creating a culture of equity and value.

Keep up the good work, and remember, you don't have to do this alone.

Connect with me on LinkedIn, Michelle Gyimah, for support with your implementation plans.

Good luck, and I look forward to speaking with you soon!