an employment tribunal may draw any
inference it considers is just and equitable
The questionnaire itself
represents a very significant task if an employer does not already have
comprehensive pay information - the 8 week turnround time will in many
instances be a nightmare for the employer.
There is a legal risk, so
there ought to be consideration of risk reduction. As a
consultancy we do not take any position about "should" or "should not".
That is for the pressure groups. Our role is to help client
organisations achieve their pay policy
objectives. These may range from a high profile, positive campaign
to putting responsible modest effort into ensuring there are no avoidable
and unknown problems. Both may be sensible strategies - it all
depends on the organisation.
The EHRC places
considerable emphasis on a pay review. You may find it useful to
look at their site -
A comprehensive analysis
is based on a model (and sequence) of:
are the issues?
Establish the facts.
For a large organisation this is seldom simple. Data required
certainly includes most of:
Length of service
Time in grade
In short, we apply
sophisticated statistical analysis to all relevant available data.
Data can usually be exported to us from the
corporate HR Information System, although quite frequently we are
dependent on several separate internal sources that then have to be
Where are the issues?
probability any review will show some
differences between remuneration for men and
women. An employer can
do something about this with information about “where” as well as
"what". This we establish statistically.
Our analysis identifies the extent to which any
differences can be attributed to (examples) appointment salaries, merit
based reviews and bonuses, or differential incidence of regrading.
Why are there issues?
What are the causes of pay
differences? Having established and quantified differences, and
identified where they are occurring (both location and where in the reward
system) we can investigate the associated policies and practices.
There can be surprising results.
We identify for clients
the policies and practices that need changing in
order to achieve pay objectives. These include detailed costing and
It is essential that a
review is not a one-off exercise. We can establish for a client
appropriate measures for monitoring, using the results of the initial
programme as the reference point.
It isn't easy…..
professional and comprehensive review takes time and skilled resource.
If you need help or guidance on these issues, call
us. We have the depth of relevant knowledge and expertise to handle
very large assignments (comprehensive reviews for multi thousand employee
populations) but will happily help a small business with a concern, or a
major organisation with a specific issue to investigate rather than
wanting a complete equal pay review.