The Chartered Institute of Personnel and Development (CIPD) has reported a mean gender pay gap of 14.9% and a median gender pay gap of 10.8% as at 5 April 2017.
The CIPD has reported its gender pay gap data in line with the government’s gender pay gap reporting regulations and ahead of the private sector submission deadline of 4 April 2018.
The gender pay gap reporting regulations require organisations with 250 or more employees to publish the difference between both the mean and median hourly rate of pay for male and female full-time employees; the difference between both the mean bonus pay and median bonus pay for male and female employees; the proportions of male and female employees who were awarded bonus pay; and the proportions of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands.
The CIPD’s mean gender pay gap for bonuses paid in the year to 5 April 2017 was 16% and the median gender pay gap for bonuses was 17.6%. Over this period, 87% of women received a bonus compared to 85% of men.
The CIPD reported that 69% of its 332 employees are women, and there are more women than men at every level of the business. It reported that 53% of female employees are in the lower and lower middle pay quartiles, compared to 55% of male employees in the upper middle and upper pay quartiles.
The organisation will focus on three key areas to reduce the gender pay gap: introducing gender pay gap analysis into management processes to evaluate annual pay rises, tackling the gender imbalance by exploring ways to attract more men in to the business, and actively championing flexibility for all of its staff, include flexible-working arrangements, which are an important part of the organisation’s culture.
Peter Cheese (pictured), chief executive at the CIPD, said: “Real progress on workplace fairness and inclusion will come when organisations more consistently gather and act on their workforce data and insights. We welcome the opportunity to explore and publish our gender pay gap in line with the new reporting requirements as part of our journey as an employer, and in support of our wider work on workplace inclusion.
“The analysis of our data confirms that the CIPD pays men and women equally for doing equivalent work. Our gender pay gap exists largely because we have a greater number of women in the workforce with a higher proportion in our lower-level roles.”
“We already have a good balance of men and women in the more senior roles, but we will continue to support and encourage women into higher levels of responsibility while also looking at how we can continue to monitor the gender balance across our organisation. We are more committed to reducing our own gender pay gap while continuing to advocate, fairer, more inclusive workplaces in the wider world of work.”