A survey from the Equality and Human Rights Commission revealed that almost two thirds of women (61%) would take an organisations gender pay gap into consideration when applying for jobs. A similar proportion would be less likely to recommend their current employer if they knew a pay gap existed. Organisations with larger pay gaps, therefore, risk losing out on highly talented employees and suffering reputational damage if action is not taken. This post advises on two statistical models commonly implemented by large organisations looking to have a more robust understanding of their own gender pay gap.

Table of Contents

• Introduction

Introduction