Episode 124: Discover the implications of the new gender pay gap reporting legislation and the impact it could have on organisations, employees and HR
While the quantitative measures in gender pay gap reporting help to reveal the scale of the gender earnings differential, they do not explain your context or causes, or explain any actions you have been/are planning to take on closing any gaps. Writing a narrative report allows the opportunity to showcase your organisation. When crafting your story, it should be based on a multi-faceted approach, showing deep-rooted thinking about the context, causes and actions.
The CIPD has worked jointly with the Chartered Institute of Payroll Professions in creating this webcast for CIPD members, to help provide you with information to help you:
- manage internal and external stakeholders who have a vested interest in the narrative
- identify the key messages for your audience
- conduct a risk analysis and gain sign off for mitigation from key stakeholders
- consider what 'good' looks like for your organisation, by viewing examples of good narratives for a range of organisations and industries
- aim to write your story in less than 750 words, but we accept that in some circumstances the story may need to be longer
- Agree and develop a communications plan to support getting the narrative out to your intended audiences
In this webcast we discuss the value and benefits of the narrative report to the business, such as:
- providing an opportunity for the business to attract and retain employees based on their plans to reduce their gender gap
- conveying a positive statement of intent to shareholders/external and internal stakeholders
- helping build reputation and brand
- gaining engagement from stakeholders (internal and external)
- showcasing the business
About the speakers
Evan Davidge has over 30 years’ experience in human resources, where he has mainly specialised in total reward, employee benefits and wellbeing. Following a distinguished career as an RAF officer, he has worked across most sectors in senior HR / reward roles, including financial services, central / local government and professional services.
Evan is a thought leader on a wide range of total reward management topics. In this sphere, he is an accredited trainer and personal tutor for the World at Work Association and the CIPD respectively, where he holds Chartered Member status. He is also a founder member of two consultancies: Reward Consulting Partners and The Wellbeing Leader. Evan has attained an MBA in Business Education Management.
Helen Hargreaves, Associate Director of Policy & Membership
Before joining the CIPP’s Policy team in April 2011, Helen worked for HMRC for 27 years.
For many years she worked in HMRC’s Accounts Office at Shipley, collecting PAYE and Class 1 NIC and reimbursing Statutory Payments to small employers, before moving into Human Resources. An HR manager for four years, Helen also ran the payroll for the Accounts Office staff’s childcare scheme.
In 2004 Helen transferred to the Employer Team in HMRC’s Business Customer Unit, specialising in employer customer understanding, before supporting David Ellis, the Senior Civil Servant responsible for Employer Engagement.
Holding the MSc in Business and Payroll Management through Derby University, Helen’s responsibilities with the CIPP include managing the Policy Team and the CIPP’s Advisory Service. She writes articles for the CIPP magazine as well as external publications, attending consultation forums with different government departments, conducting consultation surveys and submitting responses to the various bodies. She also presents at CIPP and external events keeping payroll practitioners in touch with the latest developments in payroll legislation.