Gender Pay Gap

Covid-19 Update

Six month suspension to the enforcement of gender pay gap regulations.

Due to the impact of Covid-19, the Equality and Human Rights Commission (EHRC) have announced that enforcement of gender pay gap reporting for the 20/21 reporting year (which uses a snapshot date of 31 March 2020 and 4 April 2020) will not begin until 5 October 2021. 

The EHRC is encouraging employers to report ahead of the usual deadlines (30 March 21 and 4 April 21) wherever possible, but no enforcement action will be taken providing they report by 5 October 2021

What is Gender Pay Gap?

In 2015 and 2016, the government carried out three consultations on proposals to increase transparency around the differences in pay between men and women.

The Equality Act 2010: ‘Gender Pay Gap Information’ and ‘Specific Duties and Public Authorities’ Regulations 2017 came into force on 31 March 2017.

The objective of the Equality Act 2010 is to ensure that consideration of equality issues forms part of the routine day-to-day decision making and operational delivery of public authorities. The aim is to ensure better performance of the public sector equality duty as well as increasing transparency and providing authorities with the data needed to target action more effectively.

Whilst both equal pay and the gender gap deal with the disparity of pay women receive in the workplace, they are two different issues:

1. Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010.
   
2. The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation or the labour market. It is expressed as a percentage of men’s earnings.

Public sector employers are required to publish a 'snapshot' of pay information taken on the 31 March each year to include:

1. Difference between the average hourly rate of pay paid to male and female employees
2. Difference between the average bonus paid to male and female employees
3. Proportions of male and female employees who receive bonuses
4. Relative proportions of male and female employees in each quartile pay band of the workforce.

A report needs to be published in a way that is accessible to the public by no later than 30 March 2018, and at subsequent intervals of not greater than one year thereafter and to publish equality objectives at four-yearly intervals. 

The Evolve Trust Gender Pay Gap Report and Action Plans

March 2019

As at March 2019 the Evolve Trust employee numbers were 227, therefore our March 2019 report has not been published.

The Evolve Trust - Gender Pay Gap Report and Action Plan - March 2017