The Gender Pay Gap Information Act 2021 – Getting it Right and Protecting Your Reputation

The Gender Pay Gap Information Act 2021 – Getting it Right and Protecting Your Reputation

Introduction - Why this event and why now?

The Gender Pay Gap Information Act 2021 was signed into law by the President in July 2021. We currently await specific Regulations, although they are expected imminently at the time of writing. The legal requirement to publicly publish your organisation’s Gender Pay Gap will in time apply to every employer in Ireland with 50 or more employees.

NOTE: Should the relevant supporting Regulations not be published by the time of this event, we will postpone this event and all delegates will be offered their money back or the right to transfer to the rearranged date that will allow us to analyse and explain the Regulations in detail.

Why is this event important for YOU? 

Reporting on your GPG will be a mandatory requirement. Taking action to reduce your GPG will also be required. Not only is EDI seen as essential to most millennials, studies also show that a diverse workforce can boost both innovation and engagement. But, more than that, a balance in pay between male and female employees in your organisation sends a clear message to your employees, potential employees and your competitors – you believe in equality and will strive to be inclusive.

We face a massive skills gap in Ireland and competition for quality candidates is at an all-time high. What message do you think it sends to potential (and existing) employees if the average pay of women is much lower than that of male employees? What message do you think it sends if your GPG is much higher than that of your competitors?

Our speakers cover a range of Gender Pay Gap issues and we have practical lessons from the UK and elsewhere that will help you establish your GPG even before reporting becomes mandatory. We even have a case study from a major Irish employer who has achieved 0% GPG for you to learn from. This event will allow you to get ahead of your competitors by taking any required remedial action now, so that your published GPG report will be more favourable than it might have been.

After attending you will:

  • Understand what the gender pay gap is, why it exists and the Regulations that underpin the legislation;
  • Understand the impending legislation, key provisions and specific government recommendations towards tackling the gender pay gap, for example, wage surveys and reporting requirements;
  • Gain valuable lessons learned by other organisations who have faced similar GPG reporting requirements;
  • Discuss how to remove barriers to promotion and foster female labour market participation at senior levels;
  • Identify the challenges and receive practical solutions;
  • Learn how to reduce your risk and rescue your reputation in the event of a poor result
  • Share best practices to ensure equality and diversity is at the forefront of the 2022/23 business agenda;
  • Share in practical workshop exercises to cement your knowledge.

More value from this event

This event, held in association with Eugene F. Collins, includes detailed notes and recommendations, plus handy takeaway checklists and practical exercises for use back in the office. You will also be able to attend an interactive additional webinar where we will take you through a worked example on how to calculate your gender pay gap. In addition to detailed papers and relevant checklists, all sessions will be recorded and you will receive a link to those recordings for future use.

Course overview/outline programme

Sessions include:

  • What is Gender Pay Gap Reporting and What Needs to be Included?
  • GPG Across the Water: Lessons Learned from the UK’s Experience
  • Closing the Gap: Understanding the Gender Pay Gap Information Act 2021 and How Organisational Gender Pay Gaps are Calculated
  • Establishing Risk and Rescuing Your Reputation
  • A Successful Case Study: How to Achieve 0% GPG in Ireland
  • Applied Case Study – What Might Your Gender pay Gap Look Like and How Should It be Calculated?
  • Panel Discussion: More Exercises to Reinforce Learning and Help You Develop Your Action Plan
  • What Next? – Key Takeaways and Action Plan

Added Value for Attendees

Understanding and Correcting your Organisation’s Gender Pay Gap

If you discover you have an unacceptable gender pay gap you will need to correct it. To do that, you will need to analyse and understand the reasons for your GPG – they will differ from organisation to organisation and (probably) department to department. Fortunately, the UK Government has published lots of practical suggestions that will help organisations in that jurisdiction and most of them will be useful to Irish employers who find a negative pay gap.

We provide attendees with a number of likely scenarios on the regular causes of a GPG and offer practical solutions for Ireland-based employers to correct any imbalance and create an action plan for improvement. For example, supposing your analysis finds:

  • People get ‘stuck’ at certain levels within your organisation. What should you do?
  • There is gender imbalance in your promotions. How can you correct this?
  • Men and women leave your organisation at different rates. What are the causes of this?
  • You are not doing all that you can to support part time employees to progress. What more can be done?

Who will benefit from this event?

HR professionals and advisors; senior managers/directors responsible for managing risk; anyone interested in or responsible for an equality agenda; employment equality law practitioners; in-house legal counsel.

When & Where?

This event will take place online on the Newrow platform between 9.45 and 3.45pm on the 10 March 2022.

Price...

Standard Rate: €315
Early Bird Rate: €275 (deadline 5pm on Friday 11 February 2022)
Save €20 when you book and pay online when booking.

More about our online events platform Newrow

This event will be hosted on a Browser based platform named Newrow. In order to access the event correctly, you will need to use the Google Chrome browser. This is the only browser that will work, please do not use Internet Explorer, MS Edge or Mozilla Firefox. We understand that some IT policies may not allow downloading of new browsers, so if this is the case for you please use your own personal device to access the event and if you do not have Google Chrome installed, you can download it here - https://www.google.com/chrome/ or on the Google Play/App Store for tablets and iPads.

If you would like further information regarding your Browser please contact us at events@legal-island.com and we will be happy to discuss with you further.

Upon entering the event Newrow will prompt you to enter only your full name and email address, there is no need to register a password.

Programme

Time

Session

9.45

Welcome and introduction – Scott Alexander, Head of L&D, Legal Island

10.00

What is Gender Pay Gap Reporting and What Needs to be Included?

The gender pay gap is generally acknowledged as the difference between men’s and women’s pay, based on the average difference in gross hourly earnings of all employees. Sounds simple.

And, if you can work out the gap, you can put in place actions to address and reduce the gap. As Minister of State David Staunton indicated as far back as 10th January 2018, The Government will be bringing forward a range of actions to tackle this issue, starting with legislation on wage transparency”. Some three and a half years later, the Gender Pay Gap Information Act 2021 was signed into law by the President and we expect to see specific Regulations very shortly.

The average gender pay gap for Ireland is 14.4%, which is 2% more than in 2012. Lockdown hasn’t done equality many favours in Ireland. In fact, it can be reasonably argued that women in Ireland effectively work for free from early November each year, compared to their male counterparts.  

In order to introduce measures that might help reduce the gender pay gap, it is important to understand why it exists. In this session Maura Connolly, Partner, Eugene F. Collins, explains what the gender pay gap is, why it exists and the benefits to be had from reporting a low GPG.

Maura will then explain how the Act will eventually require employers with 50 employees or more to publish information relating to the pay of employees for the purpose of showing whether there are differences in the pay of male and female employees and, if so, the nature and scale of such differences.

Maura examines the impending Regulations attached to the Act, and identifies key provisions, the differences between Irish and UK requirements and what it means for employers in this jurisdiction.

  • Which figures must be published?
  • What information must be published?
  • How will the legislation be enforced?
  • How do you calculate the figures that need to be published, such as the difference between mean and median hourly pay and bonus pay?
  • What can you do to justify any Gap identified?

A number of these issues will be fleshed out in more detail in other sessions after Maura has put the Act and Regulations into context.

10.45

GPG Across the Water: Lessons Learned from the UK’s Experience

Although it can be difficult to directly compare international gender pay gaps due to differences in sources, definitions and methods used to calculate the gender pay gap in different countries. However, certain countries, such as Iceland, have made great progress. And the calculations used for establishing a gender pay gap under the Irish legislation were largely based on the UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

So, what can we learn from UK organisations that have already published gender pay gap information? The first year saw 100% compliance. The second year saw around 40% of reported GPGs widening. There is also evidence of sector peer pressure to take action and public authorities using company gender pay gaps in contract compliance tenders. Sarah Harrop, Partner, Addleshaw Goddard, has guided dozens of UK firms through their GPG exercises and sets out key learning points that will prove invaluable for Irish employers.

11.15

Break and Networking

11.45

Establishing Risk and Rescuing Your Reputation

You are likely to have a gender pay gap. Very few employers actually have a zero difference between male and female pay. A small gap compared to competitors could be used to your advantage. A large gap brings with it the need to manage reputational risk and focus on internal and external considerations in communicating the gender pay gap. Billy Murphy, Chair of Drury, Ireland’s leading PR and communications organisation, discusses:

  • Comparative Matters: A top line view on how UK companies prepared for reputational risk and fared during the first two rounds of reporting, including a few lessons learned
  • Risk Assessment: The potential reputational impact – both positive and negative – of the upcoming legislation for organisations in Ireland

Recommendations: Some of the key issues that you should consider now that we have draft legislation, including reporting early, how to prepare, the importance of communicating internally, the importance of the action plan

12.30

A Successful Case Study: How to Achieve 0% GPG in Ireland

In December 2021, An Post announced it become one of the first big employers in Ireland to eliminate its gender pay gap. In two years, An Post manged to reduce the gap from 3.7% to effectively 0%. And, for the first time ever, women now earn slightly more than men at An Post. So, how did they do it? Danielle Bouchier, Diversity & Inclusion Manager at An Post, explains what they did to achieve such an outstanding result and the benefits they expect to flow from their announcement.

1.00

Lunch and Networking

2.00

Recap and Applied Case Study:

Part 1: Specific Information You Will Need to Find to Calculate Your Gender Pay Gap.

In this session, Doone O’Doherty, Partner, People and Organisation at PwC Ireland, an organisation that has extensive experience in gender pay gap reporting (and other diversity and inclusion initiatives), sets out in more detail the payroll and other factors you will need to know to be (relatively) certain that each of the GPG figures you publish will be accurate. Remember: any attempt to circumvent reporting requirements will be unlawful and any issues raised by staff will likely be protected disclosures.

Part 2: Case Study – What Might Your Gender pay Gap Look Like and How Should It be Calculated?

We’ve looked at what must be reported and what payments and employees must be included in your calculations. We now ask you to work out the gender pay gap in our sample organisation using templates to meet the requirements of legislation and how you will set out your report. This session is also led by Doone O’Doherty.

2.55

Comfort Break

3.00

Discussion Panel: Reinforcing Your Learning and Preparing Your Action Plans.

We bring back our experts to discuss specific challengesand any remedial actions you might take, depending on what your report highlights. This Session is facilitated by Scott Alexander.

To finish the day, Maura Connolly takes delegates through the key recommendations and action points from the seminar and highlights key documents and sources of further information and assistance to enable you to implement your own response to gender pay gap reporting in a positive way.

3.45

Close – Send in any final questions for our follow-up Webinar.  

Testimonials

"Really enjoyed the day, great speakers. Great event and well organised, as always."
Louise Magee, Senior Manager HR, SITA

"Very well organised, particularly liked the speakers."
Sarah Byrne, Executive Officer, An Bord Pleanala

"The event was delivered well, good content, good calibre of presenters."
Heather Byrne, Senior HR Business Partner, Brewin Dolphin Ireland

"Speakers not too long, provided concise information, not an information overload. Time for questions. Legal Island handouts as always very useful."
Denise Kilmartin, HR Manager, St Patrick's Mental Health Services

Presenters


  • Scott Alexander
    Scott Alexander Head of Learning and Development
    Legal Island

    Scott Alexander joined the CIPD in 1987 and is a certified member of the Mediators’ Institute of Ireland and a member of the Association for Coaching Ireland. Scott was appointed as a member of the Governing Body of Southern Regional College from 1 August 2015. Scott is also a mentor under the CO3 Mentoring Programme for chief officers in the 3rd sector and an HR Committee member for the Bruiser Touring Theatre Company. Scott has over 30 years’ experience in employment relations and employment law. He worked for the Labour Relations Agency in Northern Ireland for 14 years in a variety of roles, including collective and individual conciliation and enquiry point manager, before joining Legal Island as its Head of Learning and Development in January 2006.

  • Maura Connolly
    Maura Connolly Partner
    Eugene F. Collins, Solicitors

    Maura is head of the Dispute Resolution Department in Eugene F. Collins. She also leads the Firm's Employment & Employee Benefits Law Group.  Maura advises employers and employees on all aspects of employment law including contentious and non-contentious matters. Maura is experienced in civil litigation and has represented clients in employment law tribunals, before industrial relations bodies and in the Courts. Recent experience has included advising an employer on a high profile executive termination, which included wide ranging disputes relating to the executive’s directorship, shareholder and financial interests in the group; advising a registered charity on an investigation arising from a protected disclosure; providing strategic advice to an advertising company on the loss of a major contract and the transfer of its workforce under transfer of undertakings regulations. 

  • Doone O'Doherty
    Doone O'Doherty Partner, People & Organisation
    PwC Ireland

    Doone is a tax partner in PwC’s People and Organisation practice. She works with local and international business on employment tax and global mobility. Doone also leads PwC’s Real Time Reporting (‘PAYE Modernisation’) service and sits on their Brexit taskforce team. Doone is passionate about building dynamic teams and delivering a great client experience.

  • Sarah Harrop
    Sarah Harrop Partner
    Addleshaw Goddard

    Sarah advises on all aspects of contentious and non-contentious employment law, and she leads the firm's business immigration practice.  Sarah is an expert in large-scale reorganisations/ redundancy programmes and the employment aspects of corporate and commercial transactions.  Sarah also has extensive experience of advising about complex employment claims.  Her clients include Royal Mail Group Limited and British Airways plc.

  • Billy Murphy
    Billy Murphy Executive Chairman
    Drury Communications

    Billy Murphy co-founded Drury Communications in 1989. He was Managing Director of the firm from 1998 to 2004 and has been Executive Chairman since then. He has been influential in building the business into one of the leading communications consultancies in the Irish market.

    Billy specialises in corporate and financial communications and issue management. In a career spanning over 30 years, Billy has advised many of Ireland’s leading companies and organisations. He has also advised various Government departments, State organisations and semi-state companies. His advice is based on a deep understanding of the dynamics of communications in today’s world together with an ability to grasp complex business issues.

    Billy is Chairman of the Commercial and Marketing Committee for Leinster Rugby and is a member of the Leinster Management Board. He is a fellow of the Public Relations Institute of Ireland.

Early Bird Offer

Save up to €40

Event details

Duration

9.45am - 3.45pm

Date

10 March 2022

Location

Online - Newrow

Price

Standard Rate: €315
Early Bird Rate: €275 (deadline 5pm on Friday 11 February 2022)
Save €20 when you book and pay online when booking.