By Mark Crail, Brightmine Content Director | Brightmine Editor: Susie Munro
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (SI 2017/172) brought into effect a requirement for large employers to report publicly every year on the differences in the aggregate pay and bonuses of men and women. The Regulations mandate how private-sector and voluntary-sector organisations in England, Scotland and Wales with 250 or more employees must calculate a standard set of key metrics on their gender pay and gender bonus gaps and the format and medium in which they must report them.
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- What is the gender pay gap?
- Factors affecting the gender pay gap
- Why report on the gender pay gap?
- What do the Regulations require employers to report?
- Relevant employers and relevant employees
- Preparing to report the gender pay and gender bonus gaps
- Data required to calculate the gender pay gap
- Calculating the hourly rate
- Calculating the mean gender pay gap
- Calculating the median gender pay gap
- Calculating the mean gender bonus gap
- Calculating the median gender bonus gap
- Calculating the proportion of men and women paid a bonus
- Calculating the proportion of men and women in quartile pay bands
- Reporting the gender pay and gender bonus gap data
- The public-sector gender pay gap reporting requirement
- The Brightmine Pay Equity Analytics gender pay gap reporting service
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About the author
Mark Crail
Mark Crail is a former content director for Brightmine in the UK. He had day-to-day responsibility for Brightmine Salary surveys and Benchmarking services, and led Brightmine’s wide-ranging research programmes.
He has written on a wide range of employment issues, with a particular interest in the organisation and structure of the HR function itself.