Why Organisations Look for Support with the Gender Pay Gap - Part 3: KPIs

Closing the gender pay gap is a complex and multifaceted issue, which is why organisations often call in external experts like me to assist them in the process.

In our previous articles in this series, we discussed two common scenarios where organisations seek support: when they first start reporting their gender pay gap and when employee discontent arises due to lack of progress.

In this article, we will dive into the third reason why organisations call in experts: the introduction of KPIs for directors and managers.

The introduction of Key Performance Indicators (KPIs) is a common strategy used by new CEOs or Managing Directors to prioritise the issue of gender pay gaps in their organisation.

They may have seen successful implementation of KPIs in their previous workplaces and believe that introducing them in their new organisation will have the same effect.

The introduction of KPIs is also a strategy used when progress towards closing the gender pay gap has been slow, and the CEO or MD decides to take a more direct approach.

Regardless of the reason for the introduction of KPIs, it is important to understand that gender pay gaps can manifest differently in different teams. Therefore, it is crucial to tailor the education and training provided to directors and line managers based on the unique circumstances of the organisation.

As an external expert, my role is to help facilitate the process of introducing KPIs and provide training and advice to directors and line managers on how they can minimise the impact of the gender pay gap. This involves providing education on how pay gaps show up within their specific sector and providing strategies to reduce the gap within their teams.?

It is important to note that the introduction of KPIs should not be seen as a "silver bullet" solution to closing the gender pay gap. While they can be effective in creating awareness and prioritising the issue, they need to be coupled with other strategies, such as increased transparency and accountability, to be truly effective.

In conclusion, the introduction of KPIs is a common strategy used by organisations to address their gender pay gap. As an external expert, my role is to provide education, training, and advice to directors and line managers on how they can reduce the impact of the gender pay gap within their teams or Directorates.

It is essential to understand that the introduction of KPIs is just one piece of the puzzle and must be complemented by other strategies to create lasting change.

Stay tuned for our next instalment on the fourth reason organisations seek support in closing the gender pay gap.

Until next week,

Michelle

- If you want to find out how I’ve been supporting organisations with this work and would like to explore how I could do the same for you, book a call with me?here.

Past Speaking Engagement

PayScale - 19th April 2023

I had the pleasure of being part of a panel to discuss?'Closing UK gender pay gaps: What more needs to be done?'?with the UK PayScale team.

Past Speaking Engagement

Lancashire and South Cumbria NHS - 17 May 2023

'What exactly is the gender pay gap and what can we do about it?'.

Upcoming Speaking Engagement

Government Events - 6th June 2023

'The danger of the single metric DEI story: How to avoid this easy-to-make mistake and improve your DEI ROI'.

Upcoming Speaking Engagement

TWI - June 2023

'Empowering line managers to close the gender pay gaps in their teams'.