Diversity, equity and inclusion toolkit demo

Transcript

This video will provide a demonstration of PwC’s diversity, equity and inclusion toolkit, with a specific focus on gaining insights into the drivers of pay gaps.

It is important to look at your headline figures, alongside your movements across the years. This slide shows UK gender pay gap figures, which are mandatory to report for organisations with over 250 employees. In order to create sustainable change, it’s essential for organisations to understand what the drivers of pay gaps are and how interventions have caused movements in pay gaps year-on-year. This video will offer a demonstration of a handful of visuals that can assist in recognising pay gap key drivers.

Demographic analysis allows organisations to analyse how much of a pay gap or bonus gap is because of representation.

The visual on screen splits the pay gap, according to how much of it is due to differing representation between grades, known as the demographic pay gap, and how much is due to other reasons, known as the non-demographic pay gap.

In this visual, we can see that there is an overall pay gap of 24.5%. There is a 16.5% demographic pay gap which means a large portion of the pay gap for this organisation is driven by differences in the representation across grades.

There is also a 8.0% non-demographic pay gap which will be due to differences in pay because of other factors beyond grade. This could include differences in pay because of other factors such as divisions or departments and this could also indicate differences in pay for men and women who are doing the same or a similar job.

One factor analysis shows the gaps by factor, specifically grade in this example, alongside the number of individuals. This allows identification of where there are a lot of people and a large gap, allowing organisations to identify potential areas of focus.

As previously mentioned earlier, the representation of your workforce can be a key driver behind reported pay gaps.

This visual shows gender representation with females being a blue colour and males being yellow. On the right, we can see the proportional representation of males and females, within each grade.

In this example there is a clear diagonal where female representation decreases as the level of seniority increases.

It’s also important to look at representation through other HR lenses, which can be done through this filter, showing a breakdown of the organisation by division, entity, location and sub-division. This can help in identifying specific areas to target for recruitment.

Reconciliation analysis can provide an insightful visual into how your pay gap has moved over time and whether interventions have been successful in reducing pay gaps.

This example looks at how recruitment, progression, attrition, and pay changes have impacted the pay gap between two reporting years.

Employee movement analysis can be particularly helpful in identifying where there are disparities in recruitment, progression or attrition between genders. These are all the 3 factors that ultimately drive the representation of your workforce.

For each of the analytics shown, this can be toggled between years, to show prior year figures and data, to provide direct comparisons between the data. This can also be toggled between diversity metrics, for any additional data you collect, including ethnicity, disability, or socioeconomic status, for example.

Thank you for watching this demonstration. If you have any questions at all please do contact a member of our PwC team.