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Solving the BBC’s Gender Pay Gap: 4 Top Tips

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This article has been submitted by Croner

As at least 10 senior women at the BBC seek legal advice over the Gender Pay Gap – it’s clear there is no ‘quick fix’ to resolve the situation.

Talks at the Corporation are ‘ongoing’ but may result in a series of sexual discrimination claims if the issue is not resolved.

The current pay gap at the BBC is reported at 9.3% on average, with the Office for National Statistics saying it is as much as 18.1% in the UK. Gender pay analysis conducted so far by Croner Reward puts it at 13%.

So what must the BBC do next? Pay & Reward experts Croner have provided 4 top tips for addressing the Corporation’s Gender Pay Gap.

Gender Pay: Top Tips for the BBC

Tip 1: Understand the rationale behind the gaps that exist:

They need to look at whether the gaps can be justified. To do this we would need to assess the situation where a male is paid more than a female for doing the same job. This would entail a lot of fact finding to establish why the differences exist and whether there are any grounds for a sex discrimination claim.

Tip 2: If there is no justification for the Gender Pay gap:

It is possible that the organisation will be at risk of claims of sex discrimination So their next step is to put in place a robust plan to address the gaps and introduce a fair and equitable pay model.

Tip 3: If there is justification for the pay gap:

The organisation will not need to take any action but should provide justification in their written statement. This could be the case if a male employee has a higher salary for doing the same role because he has worked for the organisation for far longer.

Tip 4: Preventing a future gender pay gap situation:

They need to take action now and regularly monitor the situation to prevent any reoccurrence and to demonstrate year on year progress. We would advise businesses to implement a robust pay policy and framework to ensure they remain fair and equitable.

We’re here to help

Our Croner Reward expert says:

“We speak to hundreds of businesses every week and know that the gender pay gap is on their radar.

“We would urge all businesses with more than 250 employees to start taking action now as they will legally be obliged to report their gender pay gaps by April 2018.”

For further information about Croner Reward’s Gender Pay services Visit here.

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Over the past 6 years, Rachel has been working specifically within the digital marketing space and has worked with some of the country’s top brands. During this time, Rachel was a key attribute to the success of our sister product, Recruitment Buzz, which has firmly established itself as one of the leading publications within the Recruitment sector. Drawing on her knowledge and experience, Rachel has developed a genuine understanding of how content can engage and compel an audience.

Having a passion for travel and culture, Rachel left her hometown of Cardiff to pursue studies and travel and after several years away, Rachel returned to Cardiff and firmly established herself within the development of Business News Wales. Rachel is now responsible for every aspect of web management, marketing and overall production of the Business News Wales brand.

Having learnt some invaluable skills within the marketing industry, Rachel is often called upon for her skills and knowledge of WordPress, HTML, email marketing software, Photoshop design and social media tools.

 

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