Gender Pay Gap Toolkit 4: Tackling Your Gender Pay Gap – Attraction and Recruitment
Guidance and best practice on equalising the earnings and positions of women and men in your organisation, to help with tackling gender pay gaps. This toolkit asks how you attract and recruit staff, considering how recruitment targets, adverts, shortlisting and interviewing processes can be made bias-proof. It also asks companies to take an intersectional approach to equality and inclusion, to enable employers greater change, faster.
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)
Having analysed your gender pay gap you now know the reasons behind it, but how are you going to tackle it? Are you attracting enough female talent? Do your current recruitment strategies reach women? It is time to start action planning. This theme is split into two toolkits, the final chapters in Business in the Community’s (BITC) gender pay gap series. They outline how employers can develop a holistic and sustainable action plan, tackling core structural and cultural issues, to ensure both women and men have equal opportunities at work. The initiatives included are not box-ticking exercises. They are designed to effect long-term, meaningful and sustainable change. Gender equality will only be achieved through cultural and structural change, not by trying to fix women.
This webinar looks at practical actions your business can implement to improve the attraction and recruitment of all employees. Learn from experts at BITC and the Government Equalities Office (GEO), recorded during a webinar for BITC members with a gender partnership, in November 2018.