Gender pay gap reporting: nowhere left to hide on diversity

Gender pay gap reporting

Very soon, all employers with 250 or more employees will need to report their gender pay gap (GPG). New GPG reporting may look like just another compliance challenge, but GPG data will shine a powerful light on the action needed to achieve real change on gender diversity.




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Gender pay gap

Leading organisations are working hard to improve gender diversity at senior levels. But a real breakthrough is still lacking. There are more women in the boardroom now than five years ago, but a man is still 4.5 times more likely to make it onto the executive committee than a woman starting her career at the same time . So far, having more women on the board has failed to be replicated for women in the executive pipeline.


To understand the impact of GPG reporting on your diversity agenda, contact us now.


However, the new requirement for public and private organisations to report their GPG is set to change all that. GPG reporting, based on the draft legislation as it stands, means organisations must reveal:


  1. The percentage difference in male and female pay on a mean and median basis;
  2. The percentage difference in bonus paid to men and women on a mean and median basis, and what proportion of the male and female workforce are paid a bonus; and
  3. Exactly how many men and women sit in each pay quartile within the organisation. 


This reputational risk adds new urgency to the diversity agenda. GPG reporting will also bring important opportunities for organisations to make current efforts on diversity more effective.


Five key questions every organisation must ask:

  1. Do we have the data to meet the new reporting requirements?

  2. Are we confident GPG reporting won’t expose discriminatory practices?

  3. How will our reported GPG affect our ability to recruit future talent?

  4. Do we have a clear and realistic target for our future GPG?

  5. What changes do we need to make to achieve our GPG target?


To read more on the issue download the PDF.

To understand the impact of GPG reporting on your diversity agenda contact us now.

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