Today is a milestone day for Gapsquare as we launch an enhanced version of our software – version Emmeline - our most expansive pay gap analysis tool yet.
The name is in honor of Emmeline Pankhurst, leader of the suffragette movement who helped some women get the right to vote. In 1999 Time named Pankhurst one of the 100 Most Important People of the 20th Century, stating that "she shaped an idea of women for our time; she shook society into a new pattern from which there could be no going back”.
This is very relevant for our software as we have developed it to be used by businesses to shake their operations into a new world without the gender pay gap. The software helps businesses make the most of their female talent, and therefore ensure growth beyond any competitors.
So what is so different in Emmeline compared to Gapsquare V2 we had until now? Everything. Below are the three key points that set Emmeline on the path to narrowing the gender pay gap and how they will help you with your gender pay analysis.
Easy data cleaning
Having had 120 customers over the past year we have seen that the problem with gender pay gap analysis is not so much the gender pay gap, and neither is it the analysis. It’s the data.
It comes in different shapes and forms and formats and companies can spend months on end cleaning and preparing data for reporting in adherence with the gender pay gap regulations.
Our software and the algorithms behind it make data cleaning and manipulation easy and accessible to anyone.
You do not have to be an Excel guru, or juggle multiple formulas to allow you to bring all employees pay to comparable pay per hour.
Get Instant Insights into Bonus Data
UK pay transparency legislation makes it mandatory for businesses to look at bonus mean and median gap by gender, as well as the proportion of men and women who receive bonuses. This makes bonus pay analysis essential.
Emmeline goes one step further and provides instant insights into bonus data by department, job level, or length of service. This can help re-focus reward components and the way they are assigned to employees.
Save Hours Of Company Time and Move Forward Instantly on Tackling the Pay Gap
Companies no longer have to focus valuable time on the nitty gritty of data analysis, included or excluded elements of pay, or dwell over Excel spreadsheets trying to figure out if certain bonus payments need to be prorated. This happens behind the scenes and in seconds. You will also find that your data has been converted into a narrative that goes beyond just publishing data on the gender pay gap reporting website. At Gapsquare, we have seen the value of communicating around the pay gap.
Now companies can focus their attention on using insights from the data to create change and narrow the gap.
Since the first year of reporting is nearly over, setting up systems to narrow the gap and report lower numbers each year is imperative for any company that wants to drive significant transformation around their gender pay gap and fair pay.
Emmeline sets us on the path for that and transforms the game of gender pay gap analysis. It is no longer about what the numbers are, as much as it is about why they are there, and what specific measurable steps can narrow them.