Gender Pay Gap Toolkit 3: Communicating Your Gender Pay Gap

Your organisation has calculated its gender pay gap and identified the biggest causes, now it is time to publish. How will you communicate this internally and externally, to everyone from your employees to the media? The third toolkit in the Business in the Community (BITC) gender pay gap reporting series offers guidance on communicating your pay gap internally and externally, where to publish it and crucially, how to write your accompanying narrative.

BITC’s gender pay gap toolkit series covers the following:

  • Understanding your gender pay gap
  • Analysing your gender pay gap (only available to BITC members with a gender partnership)
  • Communicating your gender pay gap (only available to BITC members with a gender partnership)
  • Tackling your gender pay gap – attraction and recruitment (only available to BITC members with a gender partnership)
  • Tackling your gender pay gap – retention and progression (only available to BITC members with a gender partnership)

Gender pay gap reporting is becoming a priority for employers, but a window of opportunity to stand out from the competition remains. BITC encourages leading employers to publish their gender pay data early, along with a robust narrative and action plan. Proactive transparency will improve employee engagement and retention, increase employee trust, and enhance your reputation as a responsible employer. Your narrative is a significant part of gender pay gap reporting. Without context employees, investors and the public can easily misinterpret data. A comprehensive, evidence-based narrative will help mitigate against adverse reactions, while demonstrating your commitment to closing the gap.

Watch our video on the difference between unequal pay and the gender pay gap.

The difference between the gender pay gap and unequal pay is commonly misunderstood. However it is imperative that both employers and employees understand the distinction. Our video can help you communicate this.

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