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Pay Gap Analysis is for Everyone – Not Just for More Than 250

The statuary guidance on gender pay gap reporting currently only applies to employers with 250 or more employees. However, we believe that identifying, analysing and responding to gender pay inequity is the responsibility of ๐—ฒ๐˜ƒ๐—ฒ๐—ฟ๐˜† employer, not just big businesses.

When we start thinking about representational analysis as a fundamental requisite in all workplaces, regardless of size, we can move away from considering it a tick-box exercise and instead regard it as a necessary, productive element of diversifying the workplace and committing to gender equality.

In society today, the conversation around pay inequity only continues to gain momentum as people question more and more how the services they are using, the organisations they invest in, and the employers they work for are contributing to a future of equal opportunities.

So, just because the government aren’t telling you to analyse your data, doesn’t mean you should miss out on the opportunity of using the lived experience of your employees to guide you as your organisation grows!

If you would like to learn more about how we can support you and your organisation throughout your representational analysis journey get in touch for a no-obligation consultation.

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