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Fairer pay? Gaps, ethnicity and ratios

Who should attend

HR, ER, inclusion and reward professionals, as well as in-house lawyers will benefit from attendance. Briefing documents are provided.


So what are you going to do now? Your valued staff, customers, future talent and the press can see your gender pay gap data, alongside any explanation provided and action plans you have committed to. In less than 12 months’ time you must publish new data and progress will be expected. Pay gaps arise from the structure and composition of a workforce, often linked to custom and practice over decades.

Although the figures published only tell part of the story, and can be misleading, many organisations are embracing this opportunity to change and simplify their pay, bonus and allowance systems. Some employers may face enforcement action from the EHRC but statutory penalties for non-submission are not the main issue. If an organisation does not explain and address its pay gaps, and any perception of ‘unfairness’, it will lose talent, customers and contracts. Employers could also face grievances and equal pay claims. This briefing updates you on your future pay gap reports plus Government plans to encourage reporting on other diversity pay gaps including ethnicity, and CEO pay ratios.


09.00 registration and coffee, 09.30 start

 Beyond visibility and transparency?

— compliance to date: including voluntary submissions
— fines and investigations
— new pay conversations, confusion and claims?
— responding to pay complaints

 Closing your gap?

— contextualising your pay gap
— what action will you take… or no action?
— target setting and Board responsibility?
— preparing your next narrative report

Pay system simplification

— less complexity = less discrimination
— extra payments and allowances: discontinued?
— bonuses: review and justify
— any role for discretion and negotiation?

Removing barriers to female progression

— gender dominated quartiles: ceilings and barriers
— countering job segregation
— positive action in practice?
— parenthood: encouraging male caring
— flexibility and retention
— menopause

Future Government intentions

— ethnicity pay gap reporting
— corporate governance and remuneration committees
— clarification of the Regulations
— part-time workers
— CEO pay ratios 

13.00 close, followed by lunch

Download the full programme here


Shirley Hall
Employment Law Partner

Drawing on her previous experience in local government, Shirley has acted in many complex equal pay claims including in the higher courts and she conducts equal pay audits. She is currently assisting many clients with gender pay gap reporting.

Julie Dennis
Head of Equality & Inclusion

Julie is a diversity and Inclusion specialist with over 16 years’ experience, gained within the public and voluntary sector. She is currently leading on D&I, HR policy and employee health & wellbeing for Acas. Julie has extensive experience in improving gender equality within organisations and developed and delivered strategic diversity and inclusion initiatives.

Sheila Wild
Independent Expert

Sheila has over 30 years’ experience of dealing with equal pay issues at the Equal Opportunities Commission and then the Equality and Human Rights Commission. She has led on equal pay cases and codes of practice and developed guidance on equal pay practice, including pay audits. Since 2011 Sheila has run the information website on the gender pay gap.

Cost: £249

All prices are exclusive of VAT

Group discount:

10% discount for delegate 2 and subsequent delegates.

Online payment discount: 5%

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