The gender pay gap is the average difference between the remuneration for men and women. The gap has decreased significantly throughout the years; however, it is still present today. Studies show that the average gender gap in the UK was 15.5% in 2020. As a human resource (HR) professional, one must ensure employees have a workplace where equality, humanity and diversity reign.
For international women’s day, the HR professionals at GCS Malta discuss ways to tackle the gender pay gap in this article.
5 Ways HR can combat the gender pay gap
There are various things HR can do to tackle the gender pay gap in their workplace:
- Gather and analyse as much data as possible
Gathering data, regular reporting, and analytics are crucial to ensure equal pay among employees. One can gather data by going through each level in the organisation and evaluating the salaries, promotions, pay rises etc. Collecting data is necessary since this will highlight the inequities that need to be addressed.
- Perform an annual pay equity report
This analysis should be done the same month the company conducts performance reviews. Research should be done to confirm whether employees’ salaries are being reviewed according to last performance ratings, experience, competing market, etc. Performing an annual pay equity report will expose the salary gaps and give managers the chance to correct this difference.
- Promote transparency to eliminate all biases
Eliminating all bias is the greatest challenge regarding recruiting since bias can occur without HR or recruiters realising it. HR should aim to be as transparent as possible throughout every stage: recruiting, performance reviews and promotions to ensure every employee has an equal chance to advance in their career. Use skill-based standardised interview techniques to remove all unconscious gender bias during the hiring process. For promotions, aim to evaluate that both genders are being considered for promotions.
- Be transparent with salaries and recruit according to skillset
In today’s day and age, being transparent about compensation targets the gender pay gap directly, as companies can now be held accountable for gender pay gaps within their organisation. In fact, it has become standard practice for many European countries to display compensation. Furthermore, research claims that women tend to negotiate less regarding salary, so having a transparent salary for the role will help tackle this issue. In addition, HR can facilitate equal pay by avoiding the ‘salary history’ question, identifying a specific skill set, and awarding salaries depending on the candidate’s experience and skill set.
- Create helpful policies to tackle the motherhood penalty
One of the main reasons for the gender pay gap is the disadvantages women face after becoming mothers, also referred to as the motherhood penalty. Due to having children, women are more likely to need time off or reduce their hours, negatively affecting their career growth and salaries. HR can tackle this issue by creating helpful policies such as:
- Offering flexitime for both partners
- Offering paid maternity/paternity leave
- Remunerate childcare fees
- Provide onsite childcare
Why GCS Malta?
At GCS Malta, our team of Human Resources professionals aims to establish a happy and motivated workforce through the variety of services they offer. From talent succession planning to conducting performance reviews, our team is here to cater to all your needs. Check out our vacancies and contact us today for more information.
Article by Sarah Jane Gauci
