Gender equality can help your company to weather the covid-19 storm
Women’s employment has been hit hard by COVID-19 and it is highly likely that there may be a loss of female talent in the workplace if companies don’t act to support their female staff. This could drive up your costs, including recruitment, training and the loss of experienced staff.
Our newest guidance contains quick and easy steps you can take to support women in your workforce during COVID-19.
It contains practical and easy-to-implement actions that you can take to ensure return to work plans and processes are gender-proofed. It will also help your line managers to respond to the different experiences of the women in your workforce, supporting a safe transition to a new way of working for all.
Large companies are required to publish their gender pay gap and it’s important to recognise the potential for Covid-19 to widen your own company's pay gap. This guidance provides good practice actions that you can take now to help prevent this happening and close your pay gap.
The business benefits of gender equality are well-evidenced, driving improved business performance and economic growth. A return to work that supports your female employees will also help support your company’s recovery.
Our latest briefing sets out how to deal with furloughed staff when reporting your pay gap information.
COVID-19 has had a significant impact on employees and employers, with many companies placing all or a number of their employees on furlough, using the UK Government’s Coronavirus Job Retention Scheme (CJRS). If you have furloughed employees, this will affect how you calculate and report your gender pay gap information. Our briefing tells you who to include and who not to include when calculating your gender pay gap, bonus gap and pay quartiles, and provides information on the impact of COVID-19 on women workers to help you to decide on what to include in your gender pay gap action plan.
