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The Equality and Human Rights Commission has named 47 employers who have failed to report on their gender pay figures.
The Equality and Human Rights Commission is naming and shaming 47 organisations that have failed to report their latest gender pay gap following the March and April deadlines.
All 47 organisations have been notified that formal investigations will be initiated against them alongside assessments to determine if they are breaking the law by withholding their gender pay gap figures.
If this is the case, the EHRC says they will be required to publish the figures immediately and organisations that do not cooperate could be issued with a formal notice which is enforceable in court and in most cases with an unlimited fine.
The full list of organisations who haven’t reported is available on the EHRC website. They include, from the public sector, Burnt Mill Academy Trust and, from the private sector, The Roman Catholic Diocese Of Westminster, Homes Caring For Autism Limited, Roseberry Care Centres Gb Limited and The Westbury Hotel Limited.
The EHRC has also recently named three organisations who failed to report on time two years in a row, but says they have since reported their figures.
Rebecca Hilsenrath, our Chief Executive, said: “Transparency is a vital first step if we are to achieve gender equality in the workplace. All employers with 250 or more employees are legally required to publish their gender pay gap where everyone can see it. There’s no excuse for missing the deadline and we will be making sure that all employers that haven’t published their figures are held to account.”
All organisations with 250 or more employees are required to publish their gender pay gap information every year on their own website (in a way that is accessible to all their employees and the public) and on the Government’s official portal.
The deadline was 30 March for public sector employers and 4 April for private and voluntary sector employers. The EHRC says 10,753 organisations have reported their gender pay gaps for this year.
Clare Parkinson, a pay & reward expert at HR experts Croner said that failure to report could have a long-term impact on businesses. She said: “The failure to be proactive on this legal requirement can be seen as an indicator that the business does not take this issue, or their obligations on gender pay, seriously. In light of recent calls for equality and good employment, especially in light of the #MeToo movement, it may be thought that the company’s other internal practices are likely to be poor or not up to scratch.
“At a time when many job applicants research the reputation and reviews of potential employers, this naming and shaming is likely to be prevalent in such a search. This could lead to difficulties with recruiting new staff or even the loss of key talent.
“As millennials, those born in the 1980s and 1990s, focus more on the social impact and business-purpose of their employers when choosing jobs, the failure to publish gender pay gap statistics may lead to this talent pool looking elsewhere. Gender pay parity is also likely to be a strong recruitment factor for females, returners and others who wish to work in a diverse and inclusive business.”