Diversity and gender pay gap

Employers are increasingly keen to improve diversity and equality in their organisations. This can be for a number of reasons, including for example a wish to improve the organisation’s reputation, an understanding of the many benefits to the business in having a diverse workforce and recruiting from the widest talent pool of candidates, or meeting corporate governance targets, such as improving diversity in the boardroom.

Employers can choose how they individually wish to progress diversity and equality within their organisations, as long as they do so within the confines of the Equality Act 2010 (EqA 2010). To address pay inequality and improve diversity and equality generally, many employers choose to sign up to charters or initiatives run by either the government or other specialised bodies designed to target improvements in certain specified areas.

Gender pay gap

The gender pay gap is a measure of the difference in pay received by men and women. The gender pay gap is expressed as a figure representing difference in women's pay as a percentage of that received by men, eg if the mean (ie average) pay for men

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