Gender pay gap software & reporting
Compliance. Reliable ESG data. Stakeholder engagement. All empowering equal futures.
Our starting point for empowering equal futures is gender pay gap reporting. Our cloud based technology simplifies the process while providing valuable, accurate insights. These can be used to support ESG reporting, corporate governance, stakeholder engagement, planning and business change.
We can help in four ways …..
Help me prepare my report
Prepare your gender pay gap report internally. Our platform simplifies complexity and saves time. We provide support throughout.
Do it all for me
The easiest option: outsource it all to us. Provide us with your data and we do the rest. Prepare your gender pay gap report, deliver insights, suggest a plan for change.
Audit my report
It’s easy to get your gender pay gap metrics wrong. We can audit your data to ensure its correct.
Help me to change
Building an equal, diverse and inclusive organisation is complex and takes time. We help deliver sustainable change through our consulting support.
Gender pay gap reports are more than compliance. More organisations are recognising their value as an important marketing document that can be used in a number of ways to communicate purpose, values and what as an organisation you are doing to create a more balanced and attractive place to work. We are also seeing more stakeholders taking an interest and using it to make decisions on who they buy from, invest in, or work for.
Most people that carry out gender pay gap reporting are not statisticians, data analysts, employment lawyers or payroll specialists. Whilst the legislation is a mere seven pages long, there is a large amount of assumed knowledge and over-simplification. To produce a basic compliant report requires a multi-disciplinary team to gather precise information and apply a robust methodology to extract the required metrics. A key part of what we do is to help you navigate the ambiguity and ensure that your data is accurate.
Most gender pay gap reports contain only the statutory reporting requirements – i.e. the gender pay gap data and little else. However, the data is not the most important aspect of a gender pay gap report and can raise uncomfortable questions if not contextualised.
Organisations need to explain why their gender pay gap is what it is, how it compares to others in their market and what they are going to do to address it in the form of a plan that defines the key actions to be implemented and the target outcomes these will achieve. This is perhaps the most important part of a gender pay gap report and the content of most interest to your stakeholders.
Spktral has produced a digital platform to remove complexity from the reporting process. To eradicate unforced errors, we have introduced audit functions including feedback files, which show the user how the figures were calculated, and our employee funnel which clearly shows how your total employee population changes as the gender pay gap rules are applied during the process.
We also provide consultancy support in helping you to prepare your data and understand what it’s telling you. This can then be translated into actionable insights that will ultimately help you to deliver a robust and meaningful plan for change.
We work with a broad range of organisations in sectors including financial services, education, legal, media, construction and food and drink. Some of these organisations have less than 250 employees (they publish reports to support their brands and new business development), others have thousands of employees spread across multiple business units in the UK and internationally. (We are seeing more organisations preparing global gender pay gap reports). Data may also exist in different formats which can make the task a bit more complex. But we’re happy with that and can work with you to ensure that its accurate and consistent.