DEI Efforts
A central part of any organisation’s DEI efforts is to have the metrics to track the impact of their plans and share this information with employees and other stakeholders.
Not to mention it allows us to comply with regulations such as gender pay gap reporting that applies to organisations in the UK with 250 or more employees.
Also, as organisations take steps towards greater pay transparency, and improved employee engagement, these initiatives are including reporting on pay gaps for other protected characteristics, even if reporting is not mandatory by law.
3R strategy has the analytical capability and expertise required to turn meaningful metrics into actionable insights that make a real difference.
How it Works
We have two reporting options depending on your needs and budget:
Standard Approach
Focuses on mandatory reporting numbers.
We put together a summary document, which includes these figures along with high-level commentary/guidance.
Then, in a follow-up meeting, we discuss your pay gap numbers/calculations and offer guidance on next steps.
Enhanced Approach
Provides additional reporting and insights.
We transform the reporting metrics into a branded infographic suitable for presentation.
We conduct more in-depth analysis, including a breakdown of pay gaps by business unit, along with recommendations and targeted strategies for improvement.
Explaining Your Pay Gaps
Appropriate context and clear, simple communication can be the difference between being seeing as proactive and committed to fair pay, or just looking at pay gap reporting as a ‘tick-box’ exercise.
Related Services
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“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 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.”
“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.”
“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.”
“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.”
“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.”
“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.”