Gapsquare Blog

Fair Pay: Global Impact begins with Local Change

Posted by Business West on Feb 19, 2020 11:30:00 AM

By James Durie, Chief Executive of Bristol Chamber of Commerce & Initiative at Business West

We’re a pretty forward-thinking bunch here in Bristol. As the first English city to vote in favour of an elected mayor, the city of Banksy and Britain’s only green capital, we have a proud history of pushing against the status quo, not just accepting what’s offered but often following our own path when it comes to realising a better future.

Since the late 1980s, business has organised itself to be a powerful driving force behind a number of positive developments for our city region and its communities, playing a key role in efforts to make Bristol a fairer and more inclusive place, which is open and welcoming to all but also focused on enterprise and increasing prosperity. One of the latest developments to have galvanised business support is the project to recognise Bristol as the UK’s first real living wage city.

In January 2020, we were proud to see that the ‘Bristol Living Wage Action Group’ was launched to raise awareness of the economic and social benefits of the real living wage and to encourage local businesses to get accredited by the Living Wage Foundation. As it stands, 165 employers across the city region are committed to paying the real living wage of £9.30 an hour (including my own organisation Business West), and the group aims to double that number by 2023.

If, as a city region, we are able to meet this bold and ambitious target, it will lay down a marker for just what can be achieved to tackle economic exclusion and improve people’s lives at a city region level.

Bristol is unique among UK cities in that it has in place the key fundamentals to tackle economic exclusion on the ground: an engaged business community, strong city leadership and a clear long term agenda for change in the shape of the One City Plan.

Realising our ambition of becoming a real living wage city, then, is not the end game, it is a springboard to achieving our long-term vision of tackling a whole host of interrelated issues such as the gender pay gap, for instance.

What's it got to do with the Gender Pay Gap?

Real living wage city status will be a step in the right direction in terms of narrowing the gender pay gap, as tackling the issue of low pay and the gender pay gap are closely intertwined. However, solving the gender pay isn’t simply a question of paying women the same or more than their male counterparts.

The gender pay gap is a much more complex issue, which stems variously from occupational segregation (i.e. more men in higher paid industries), vertical segregation (too few women in senior positions), women's overall paid working hours and barriers to labour market entry. Various factors contribute towards the gender pay gap in society and it requires a fundamental shift in terms of education, legislation and corporate governance to begin to narrow it. Yet, despite the seemingly gargantuan task of closing the gender pay gap once and for all, I am optimistic that this is an issue upon which Bristol can take a lead.

Our strong city leadership and engaged business community, gives me great hope that we can begin to tackle issues at a city-region level that we would not have even dreamt about tackling previously. Our unique position means that Bristol has to be bold and lead - like it has done so many times in the past - on the issue of the gender pay gap to carve out a pathway toward a more open, inclusive and sustainable future. What’s more, we already have two incredibly inspirational entrepreneurs leading change in our city: Kalpna Woolf and Dr Zara Nanu.

Kalpna Woolf heads up BeOnBoard - a Bristol inspired programme that identifies emerging leaders from diverse backgrounds in terms of ethnicity and gender and supports their development by providing the training required to make them board-ready, whereas Dr Zara Nanu is the brains and driving force behind Gapsquare - a leading cloud based software company that has been incubated in this city and enables organisations to analyse and solve their gender pay gap. In her words, ‘for impact to be long-lasting and far-stretching, it needs to focus on the local context and build outwards. Somewhere like Bristol - which we know is sold on the fairpay agenda - is a perfect place to start.’

With such committed business leaders and an engaged, responsible and progressive business community that wants to see change – we believe that local innovation can tackle economic exclusion and shrink the gender pay gap in a way that reaches beyond the regions we are in. We believe that local change can transform work on the global stage.


We develop software that will revolutionise how you measure and end pay gaps in
your company. Generate gender pay gap reports, ethnicity pay analysis,
equal pay audits and beyond at the touch of a button.

For more information, visit our website or get in touch via email.

Understand, Visualise & Report 

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Tags: gender pay gap, gender pay gap reporting, reporting, pay gap reporting

Press Release: Data innovators combine forces to launch 'Fast-Track GPG' service

Posted by Gen Analytics on Jan 14, 2020 11:34:48 AM

GenAnalytics Ltd, a data insights and analytics consultancy, and Gapsquare, a payroll data specialist and fair pay software company, today announced the launch of a collaborative package designed to help companies easily, efficiently and accurately comply with UK gender pay gap reporting legislation. 

Almost 12,000 companies in the UK, who employ more than 250 staff, must publish their gender pay gap figures on an annual basis i.e. the difference between male and female earnings across the organisation. 

With the third year of gender pay gap reporting currently underway, the need for companies to continue to differentiate their narratives and action plans from competitors is at the forefront of C-Suite agendas. Gender pay analytics can be complicated and time consuming and with 1 in 6 employers reporting incorrect data in 2018, the pressure is on to get pay gap data right. 

The Fast Track package, drawing on the expertise of both GenAnalytics and Gapsquare will streamline companies’ reporting process and keep it simple. The package includes:

  • Fast tracked data analytics ensuring compliance with gender pay gap reporting legislation (including access to the Gapsquare software)
  • Or Verify existing gender pay gap data to ensure accuracy prior to reporting
  • A tailored gender pay gap narrative action plan
  • A fully designed report that can be uploaded to the UK Government’s gender pay gap portal

Find out more

Jane Gotts, Director, GenAnalytics said “Our vision is to deliver greater insight and information to our clients around Gender Pay Gap analysis. We are delighted to be working with Gapsquare to offer this service to companies across the UK. We both share the same vision to support companies to understand and ultimately close their gender pay gap as we know that diverse companies perform better than their competitors. 

 Dr. Zara Nanu, CEO and CoFounder, Gapsquare, said: “This exciting collaboration with GenAnalytics comes just in time for the UK reporting deadline.  Our data expertise paired with GenAnalytics’ insightful narrative writing makes an easy, accessible fix for companies hoping not only to comply with legislation, but to go a step further and promote a transparent, strategic and vital plan for change.”


GenAnalytics is a research and insights consultancy based in Glasgow and is focused on the application of data and analytics to drive business performance through greater diversity and inclusion in the workplace.

Gapsquare’s software helps companies analyse their HR and payroll data to understand where and why they have pay gaps, using machine learning, pattern tracking and years of D&I experience to help build a fairer world of work.

Find out more


We develop software that will revolutionise how you measure and end pay gaps in
your company. Generate gender pay gap reports, ethnicity pay analysis,
equal pay audits and beyond at the touch of a button.

For more information, visit our website or get in touch via email.

Understand, Visualise & Report 

Read More

Tags: gender pay gap, gender pay gap reporting, reporting, pay gap reporting, fast-track

Why Hiring Senior Women Will Not Close The Gender Pay Gap

Posted by Michelle Gyimah on Jan 15, 2019 10:14:00 AM

Gender pay gap reporting has come a long way since its inception as a voluntary measure buried in the Equality Act 2010. Today it is big news as employers with 250+ employees must publicly report their figure.

Gapsquare provide an amazing service to not only make this easy for employers to do but also make their data collection much more meaningful. This is why Equality Pays works closely with Gapsquare to ensure that employers are able to measure their pay gaps with accuracy and interpret the data easily.

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I'm Michelle Gyimah, Director at Equality Pays a gender pay gap consultancy and I've been busy reviewing a number of gender pay gap reports. A large proportion of firms have stated that simply hiring more women at senior level is their plan to close their pay gap. With no more detail on why or how.

However this approach is not sustainable or effective for three reasons:

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Tags: gender pay gap, reporting, pay gap reporting, 2019

Reporting the Pay Gap: Six Simple Steps to Compliance

Posted by Hazel Lush on Feb 14, 2018 10:27:11 AM

As we move towards gender pay gap reporting deadlines, there are still over 6,000 employers peaking over the precipice of the pay gap, yet to report and still struggling with how to tackle pay gap information – what can we learn from the story so far?

Currently in the midst of pay gap drama are organisations like the BBC, who, having gone beyond the regulations, revealed controversial data that it went on to neither immediately tackle or explain well to its teams or the media. Also in the news are EasyJet who discovered that lack of female pilots and unequal distribution of the genders across the pay quartiles make for a 51.7% pay pay gap. In the last few days we’ve also heard that Wellcome Trust have a pay gap of 30%. The gender pay gap regulations are leaving no stone unturned, no industry, sector or company is immune to the revelations of the pay gap data - but there is no need to panic ahead of the deadlines. We've outlined 6 steps to help you when reporting the gap that you can tackle as the deadline approaches.

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Tags: regulations, pay gap reporting

Telling the Story of Your Gender Pay Gap and Bonus Pay Gap

Posted by Hazel Lush on Oct 30, 2017 3:25:23 PM

In the wake of the BBC and Financial Times’ publication of pay data, companies are approaching gender pay reporting requirements with trepidation. The worry is that the reasons behind pay gap data will be lost once statistics are revealed. But it doesn’t need to be that way. As the team at Gapsquare - experts in analysing the gender pay gap - argue, publishing data can be an opportunity to foster deeper understanding among your teams around the pay gap and an opportunity to show how your business moves forward on equality issues. In short, publicising pay gap data can be an exercise in showing how your company responds to greater understanding of its structure.

 

Need support? Why not watch Gapsquare's free webinar on communicating the gender pay gap:

 Watch Webinar

It is interesting to note that bonus pay gaps are particularly stark, TSB Bank, Virgin Money and Fujitsu Services are all hovering around a 50% pay gap in bonus pay. These companies benefit hugely from a clear narrative around their data. An example can be drawn from Virgin Money, whose response to the data was to set out the causes of the pay gap and outline their mission going forward

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Tags: gender pay gap reporting, pay gap reporting

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