Gender Pay Gap Reporting



Gender Pay Gap Reporting


What is Gender Pay Gap Reporting?

 

The Irish Government enacted legislation which will require Irish organisations to report the details of their Gender Pay Gap. The Gender Pay Gap Information Act 2021 was enacted and signed into law by the President on July 13th 2021. The exact statutory requirements are now finalised. The new regulations require employers to publish information relating to the remuneration of their employees and highlight any differences in remuneration based only on their gender.

 

Specific details on what must be reported and the method of calculations have now been published in early June 2022.

 

Some key points from the regulations will include:

  1. Identifying the Relevant Employees
  2. Calculating Ordinary Pay for each Relevant Employee for the 12-month period prior to the snapshot date
  3. Calculating Bonus Pay for each Relevant Employee for the 12-month period prior to the snapshot date
  4. Calculating the total hours worked by each Relevant Employee during the 12-month period prior to the snapshot date
  5. Calculating the hourly remuneration for each Relevant Employee based on ordinary pay, bonus pay and total hours worked. (Points 2, 3,& 4 from above).
  6. Calculating number of Relevant Employees in receipt of Benefit in Kind during the 12-month period prior to the snapshot date
  7. Reporting mean and median gender pay gap figures separately for Part-Time and temporary contract employees

 

 

Gender Pay Gap Dashboard showing key metrics, data trended over time, comparatives and narrative on data to be returned.

 

 

What Information will we need to return?

Organisations will be required to report and publish the pay gap between male and female employees using a variety of metrics, including:

 

  • (a) the difference between the mean hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean hourly remuneration of employees of the male gender;

 

  • (b) the difference between the median hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median hourly remuneration of employees of the male gender;

 

  • (c) the difference between the mean bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean bonus remuneration of employees of the male gender;

 

  • (d) the difference between the median bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median bonus remuneration of employees of the male gender;

 

  • (e) the difference between the mean hourly remuneration of part-time employees of the male gender and that of part-time employees of the female gender expressed as a percentage of the mean hourly remuneration of part-time employees of the male gender;

 

  • (f) the difference between the median hourly remuneration of part-time employees of the male gender and that of part-time employees of the female gender expressed as a percentage of the median hourly remuneration of part-time employees of the male gender;

 

  • (g) the percentage of all employees of the male gender who were paid bonus remuneration and the percentage of all employees of the female gender who were paid such remuneration;

 

  • (h) the percentage of all employees of the male gender who received benefits in kind and the percentage of all employees of the female gender who received such benefits.

 

  • (i) The difference between the mean hourly remuneration of employees of the male gender on temporary contracts and that of employees of the female gender on such contracts expressed as a percentage of the mean hourly remuneration of employees of the male gender;

 

  • (j) The difference between the median hourly remuneration of employees of the male gender on temporary contracts and that of employees of the female gender on such contracts expressed as a percentage of the median hourly remuneration of employees of the male gender;

 

  • (k) the respective percentages of all employees who fall within each of

                    (i) the lower remuneration quartile pay band,

                    (ii) the lower middle remuneration quartile pay band,

                    (iii) the upper middle remuneration quartile pay band, or

                 (iv) the upper remuneration quartile pay band,

who are of the male gender and who are of the female gender.

 

 

When will we need to do this?

Employers are required to choose a snapshot date. The snapshot date must be in June but may be any date in June. Employers will be required to produce their gender pay gap information within 6 months of their snapshot date. The deadline for publication of the employer’s gender pay gap information is 6 months after their chosen snapshot date.

 

Therefore an employer who chooses 1 June as their snapshot date has a reporting deadline of 1 December.

 

Book A Demo.

 

Where does the information get returned to?

For the 2022 reporting cycle, the information does not have to be submitted to the Minister. The gender pay gap information report must be published on the employer’s website or in some other way, in a manner that is accessible to all its employees and to the public, and for a period of at least three years beginning with the date of publication. Plans are in place to develop an online reporting system for the 2023 reporting cycle.

 

 

MakoData Hourly Pay Analysis

MakoData Gender Pay gap reporting, hourly pay analysis sheet
Hourly Pay Analysis Sheet. Hourly pay compared by gender across organisational and person attributes.

 

 

Can MakoData help us to get ready?

 

 

Whilst the deadline for publishing your Gender Pay Gap reporting is not until December 2022, your organisation can start preparing now to ensure you have ample time to review and understand the reported metrics, produce the statement to accompany the key stats and begin working on any initiatives that may be required to address the gender pay gap if one exists.

 

MakoData has been helping UK customers with their Gender Pay Gap needs for years, and we have a solution that will:

 

  • Allow easy configuration for key reporting inputs e.g. employees to be included/excluded, inclusion of relevant pay codes/elements etc.
  • Automated production of the required metrics to meet the legislative return
  • Validation tools to allow checking of relevant pay values at an individual employee level where required
  • A suite of dashboards and analytics to support the process of managing and impacting the Gender Pay Gap in your organisation:
    • Trending key metrics over time to track ongoing performance
    • Highlighting areas, groups, categories etc which are contributing most significantly to the Gender Pay Gap in your organisation
    • Identify areas of your organisation which are doing best/worst, and understand why they are different

 

 

Full suite of Checking and Validation Sheet to allow for a granular view of data and metrics to be returned.

 

 

Find out more about Gender Pay Gap Reporting with MakoData.

 

The MakoData solution is based on your existing HR and Pay data, and is built to support all aspects of Gender Pay Gap reporting. We will support you fully with configuration, production of the required outputs, and ongoing changes that may be required based on changes in your organisation or person data.

 

Please let us know if you would like to see the MakoData Gender Pay Gap solution in action, and we will arrange a time to show you the solution and answer any questions you may have.

 

Book A Demo Here.

 

 



Download the MakoData Gender Pay Gap eBook for more information.


MakoData Gender Pay Gap eBook

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