Equality Act 2010
The UK Equality Act of 2010 states that men and women in the same employment are entitled to equal pay for like work, work rated as equivalent, and work of equal value.
An equal pay audit will allow to identify instances where there is no apparent acceptable justification for differences in pay across gender that represent a potential equal pay risk.
How it Works
At 3R Strategy, we carry out a deep, objective analysis to ensure your rates of pay meet the legal requirements.
Our comprehensive equal pay audit follows three steps which reflect the areas of focus recommended by the Equality and Human Rights Commission:
Set up:
Reviewing and ‘cleaning’ employee data, agreeing segmentation for each protected characteristic by job level and functional area (in order to have meaningful analysis samples), agreeing reporting categories (e.g. reference age groups), and confirming thresholds to flag instances of potential risk (e.g. differences of 5% or higher).
Analysis:
For each protected characteristic we make average pay comparisons by job level, functional area and job title. We also investigate outliers and prepare statistics of employee distribution by protected characteristic, job level and area as appropriate.
Reporting:
We prepare a report including details of context and approach, overview of key findings, analysis outcomes, and recommendations. We use charts, tables and infographics to make sure key information is easily identified and understood.
We can also provide guidance on how to investigate equal pay risks and financial implications of making changes within your organisation.
Equal pay is a sensitive topic and one that carries an element of reputational risk that can’t be ignored. Appropriate communications can enable your organisation to get key messages across in a clear, understandable manner, building trust that leads to more engaged colleagues.
We offer different reward communications packages to suit your needs and help communicate clearly and honestly to employees.
Related Services
“It was a no brainer that we would work with 3R Strategy to support the roll out of a clear reward strategy. From our initial consultation call it was clear we wouldn’t need to squeeze into a set structure but the complexities of our business would be very much taken into account, to create something bespoke for the IOE&IT.”
“Their team demonstrated exceptional competence, deep industry knowledge, and a genuine commitment to our organisation’s success. They seamlessly integrated their expertise with our existing practices, ensuring the entire project was smooth and efficient. The project has provided our employees with clear pathways for growth and advancement and allowed us to be as transparent as possible.”
“3R Strategy balances a calm, easygoing manner with the deep technical knowledge needed to design and deliver solutions that consistently meet the needs of our business. They have built relationships at all levels within the organisation and have a proven ability to influence others in a quiet but highly effective way.”
“3R Strategy continues to provide technical and pragmatic reward advice to Vitality. They have provided exceptional support in evaluating our business challenges and designing a project plan to meet our evolving needs.”
“I enjoy working with 3R Strategy as the team has such a breadth of experience across Reward. I think there is real benefit in the fact many of them have gained this experience in-house, in major global reward consultancies and now in a specialist boutique reward and recognition practice.”
“We welcomed the approach articulated of being an extension of our HR & Organisational Development team and this reassured us that they would integrate themselves into the business and deliver recommendations tailored to our organisation.”
“3R Strategy has been helpful, diligent and professional. The biggest benefit to working with the team is that we now have one clear reward strategy in place. Having that clarity and visibility throughout the organisation will help us maintain great relationships with our employees.”
“3R provided a clear framework against which trustees and senior management at Local Trust could benchmark their approach to pay and reward, develop clear principles to underpin future plans, and communicate them effectively and transparently to both existing staff and potential new recruits.”