ICAS gender pay gap narrows by 13% in two years
ICAS has completed its annual gender pay gap analysis with 2020 figures showing continued progress towards closing the gap.
Gender pay gap reporting is part of the UK Government's strategy to reduce the gender pay gap in a generation. UK employers that employ more than 250 employees are required to publish their gender pay gap at a snapshot date of 5 April.
ICAS employs fewer than 250 employees but for the last few years has voluntarily published its gender pay gap to take a leading position in supporting the transparency of gender pay.
The gender pay gap measures the difference between the average male pay and average female pay as a proportion of the average male pay. For example, average male pay of £10 per hour and average female pay of £9 per hour would indicate a gender pay gap of 10%.
The ICAS gender pay gap
Our Gender Pay Report for 2020 has now been published. As at April 2020, we are reporting a gender pay gap of 18.4%. This is a decrease from 21.8% in 2019, and 31.4% in 2018.
While we acknowledge there is more to be done, we are pleased that we are seeing continued progress towards closing the gender pay gap.
How is gender pay different to equal pay?
Equal pay legislation in the UK makes it unlawful for an employer to pay individuals differently for performing the same or similar work or work of equal value.
ICAS uses a job evaluation process, carried out by an independence third-party provider, to ensure it meets the requirements of equal pay legislation. Additionally, during 2020 we engaged an independent third party to re-evaluate all roles within ICAS, review our pay framework and benchmark this with a number of other industry sectors.
This allows us to be confident that men and women at ICAS are paid equally for doing work that is either the same or of a similar value.
What are we doing to close the gap further?
ICAS places equality, diversity and inclusion at the heart of all that it does and is committed to building a diverse workforce that is beneficial for all.
While we are moving in the right direction, we recognise more action is needed to further reduce the pay gap. Information on the actions ICAS is taking to address its gender pay gap can be found in the report.
