Putting people at the centre of everything we do
Our experienced team offers practical skills in analysing and interpreting pay gaps and can help you develop strategies aimed at reducing pay gaps and minimising risks around equal pay and discrimination claims.
Partner with experts
The Equality Act 2010 brought together a range of existing discrimination laws under a single statute and requires employers with 250 or more employees to publish details of their ‘gender pay gaps’. However, while this statistical calculation tells us nothing about discrimination or gender inequality per se and the figure can be affected by a range of issues that have very little to do with direct employer discrimination, it can indicate something about the indirect issues that can affect progression for women employees and other staff with protected characteristics and therefore relative pay outcomes for these groups.
Why choose IDR?
IDR’s expert analysis and interpretation can help you explain and understand the causes of pay gaps in your organisation. Our analysis can also explore how gender pay gaps interact and intersect with other protected characteristics, including age, ethnicity and disability.
Through our detailed knowledge of pay and reward practice we can help you devise strategies to reduce pay gaps and promote equality, diversity and inclusion in the workplace. We can also help explain the difference between equal pay and discrimination claims, as well as help you better understand your risks around equal pay or discrimination claims.
