How to communicate your gender pay gap results: our comprehensive guide

18th January 2018 by Mark Pinnes

To read our guide, click here.

In July 2017, the BBC published its annual report. For the first time, the pay of stars earning more than £150,000 had to be included in it and made public. The report detailed how two-thirds of these stars are male, a huge gender pay disparity.  This was shocking but what was truly shocking was how the BBC handled it. None of their stars had been briefed ahead of time resulting in a lot of shocked, upset and angry women (and men) in very public positions. To put it lightly, it was a communications disaster; one that they are still paying the price for now and will do for a long time. But it didn’t have to be.

From April 2018, companies with more than 250 employees will have to publish similar gender pay gap results and there is a lot to be learnt from the way the BBC handled it. Do not be disillusioned: the results will not be great and it may be messy. How you communicate them could elevate you above your competitors as well as help you attract and retain talented, forward-thinking employees.

For our guide on ‘Communicating your Gender Pay Gap Results’, we have spoken to leading figures who are shaping the gender agenda and their businesses’ response to it, including the Group HR Director at J Sainsbury’s PLC, an organisational psychologist and management expert and a Senior Economist at the Organisation for Economic Co-operation and Development. We hope it makes you question unconscious bias, we hope it helps you find the story behind your data but most importantly we hope you find it useful in your journey to building a better, gender-neutral brand.

Flagship’s guide to communicating your gender pay gap results can be viewed here.

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