Think, Act, Report
Think, Act, Report provides a simple step-by-step framework to help companies think about gender equality in their workforces, particularly in relation to recruitment, retention, promotion and pay.
Think, Act, Report encourages companies to:
- Think: identify any issues around gender equality, collecting and considering relevant data from across the company
- Act: take action to address those issues
- Report: on progress, publish information on how they are doing, sharing best practice and case studies
Companies supporting the initiative range from those just starting to think about gender equality issues to those with action plans and reporting mechanisms already in place. What they share is a common desire to be more transparent about workforce issues and disseminate best practice.
Leading companies, such as Tesco, Bupa, Centrica, Royal Bank of Scotland, Unilever, BAE Systems, easyjet, Carillion, Eversheds and BT are already involved, see a full list of the companies that have joined the scheme.
Sign up now
If you are representing an organisation you can sign up to Think, Act, Report through our online registration form.
Why we need to Think, Act, Report
Despite progress over many years, the difference between men’s and women’s average earnings is still 20%. This is partly because the vast majority of low-paid jobs, in areas such as secretarial work and childcare, are still done by women. The evidence also suggests that, even when they are working in better paid professions, women generally occupy less senior positions than men, and are less well-paid than their male peers for comparable jobs. Greater transparency about these issues is the best way to address them.
Reporting the gender pay gap
Think, Act, Report encourages companies to publish as much information as possible (including their gender pay gap), but it’s a voluntary initiative and companies can choose what they make public, and where.
Information companies should report
You can choose to report the measures that you consider the most relevant and appropriate. The framework lists 3 types of measures: but there is no expectation that you will report on all of these:
- narrative measures: a description of the organisation’s approach and actions, to provide context for any figures that are reported (this could include results from staff surveys)
- workforce measures: for example, the gender composition of the workforce as a whole, or representation at different levels
- pay measures: for example, the overall gender pay gap, full-time gender pay gap for men and women’s starting salaries
The Government has supported an amendment to the Small Business Enterprise and Employment Bill which will pave the way for mandatory reporting of the differences in pay between male and female employees for larger businesses.
Benefits of joining Think, Act, Report
There are strong reputational benefits for being recognised as thinking and acting on barriers for women and reporting on progress. Making public the work you are undertaking to support and promote your female employees helps to make your organisation a more attractive place to work, thereby helping you to recruit, retain and develop talented female members of staff.
Research shows that companies with more diverse boards achieve higher sales and higher returns. It also shows that women make 70% of household purchasing decisions. Companies need decision-makers who can understand and respond to their customers. It will help you understand your customers better and shows your commitment to doing the right thing.
If you are already one of the best employers for women, why not champion the principles of Think, Act, Report? Be a leader in your sector and encourage others to follow. Promoting your support for Think, Act, Report will give you an opportunity to highlight the good work you are doing.