Commenting on reports that the Equality and Human Rights Commission will advise government to shelve plans to introduce compulsory equal pay reviews as part of the forthcoming equalities bill as a result of the prevailing economic climate, Charles Cotton, Reward Adviser at the Chartered Institute of Personnel and Development (CIPD) says:
ìWe welcome this pragmatic approach from the EHRC. There is a business case for ensuring all employees are paid fairly and equally according to their skills and contribution, not their gender or any other irrelevant attributes. But this case is likely to be harmed not helped by blunt legislative measures at a time when businesses are struggling to stay afloat.
ìWe believe the greatest return will come from a tireless and concerted effort by government and other agencies to promote the business case for fair pay – in good times and bad. Change will only truly occur through sustained communications to alter entrenched attitudes and practices. Enforcing equal pay audits could easily end up creating a box-ticking exercise that does little to tackle the broad and deep seated causes of gender pay inequality.
ìPay inequality has many causes – one of the biggest being the different career paths men and women take, and are encouraged to take from a young age. Ending ëoccupational segregationí will have a far bigger impact, but this is unlikely to be assisted in any way by compulsory equal pay audits.î
CIPD welcomes ëpragmaticí line on equal pay audits from EHRC
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