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Guidance for employers on creating an action plan to reduce your gender pay gap and support employees experiencing menopause.
Employers with 250 or more employees have the option to produce and…
Analyse your data to find the causes of your gender pay gap, and engage…
Once you have understood the issues in your organisation, you should then…
When you submit your action plan, you will be asked to add: supporting…
Sign in to the gender pay gap service when you’re ready to submit your…
Measuring and monitoring progress allows you to: produce a set of metrics…
After action plans become mandatory, you will need to review and update…
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Purpose of this action The aim of this action is to provide employees…
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
Purpose of this action The aim of this action is to consider the specific…
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
Manager training can help organisations support employees experiencing menopause.
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Menopause support groups in your organisation can help provide peer support, information and guidance.
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
Flexible working policies can aid work-life balance, especially for people with caring roles. Advertising flexibility can attract a wider, more diverse group of applicants.
Guidance to help public authorities comply with the Public Sector Equality Duty in their policies, programmes and services.
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