Think Business, Think Equality | Pay and Reward

Pay and Reward

Where questions that have answers like “partly”, “sometimes”, or “somewhat”, this means applied in fewer than around 75% of cases, inconsistently documented, or not reviewed regularly.

1How is pay determined in your business?

Select all that apply

A pay and grading structureMarket rates or external benchmarkingIndividual negotiationLine manager discretion or informal judgement

2When hiring or promoting, do you advertise the salary or salary range?

Always.Sometimes.Rarely or never.

3Do you ask candidates about their previous salary during recruitment?

No, never.Sometimes.Yes, as standard practice.

4How does your business decide whether someone should get a pay rise or progress in their pay?

Select all that apply

Pay progression embedded in the pay structure (e.g. automatic, incremental, or clearly defined progression steps built into your pay framework)Manager discretion (e.g. line managers decide who gets a raise without a set process)Commitment or attitude (e.g. recognising staff who go the extra mile, are enthusiastic, or seen as a good fit)Skill/qualification progression (e.g. staff gain new technical skills or complete a relevant course or certification)Length of service (e.g. pay progression based on how long someone has worked for the business, regardless of role or responsibilities)Sales targets and/or agreed performance goals (e.g. progressing after meeting sales targets, performance objectives, SMART goals, or defined milestones)Other

5Are your pay progression criteria fair and achievable by all staff, including those who work part-time, flexibly, or remotely?

Yes and we’ve reviewed our criteria using staff feedback and dataWe’re confident our criteria are fair, but we haven’t formally reviewed themWe’re not sure

6Do you use any additional forms of reward beyond base pay? (e.g. bonuses, commission, vouchers, or other incentives)

YesNo

7What are these additional rewards based on?

Select all that apply

Meeting sales/performance targetsManager discretionLength of service (e.g. long service bonuses, anniversary gifts)Other

8Do the people who make decisions about pay receive training on recognising gender inequality and bias, and on promoting gender equality in pay and reward decisions?

Yes, equality training focused on pay and reward.Some general equality training.No training provided.

9Do you review decisions on pay and reward to check for patterns of inequality or bias that may be linked to gender or other characteristics?

Yes, regularly.Occasionally or informally.No.

10Have you carried out an equal pay review comparing pay for women and men doing the same work, equivalent work, or work of equal value?

Yes, within the last 3 years.Yes, but more than 3 years ago.No, but we plan to.No, and we don’t have plans to.

11Have you taken action based on the results of your equal pay review?

Yes.Partial actions taken.No.

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Pay and Reward homepage

Think Business Think Equality

Pay and Reward

Pay and Reward

1How is pay determined in your business?

2When hiring or promoting, do you advertise the salary or salary range?

3Do you ask candidates about their previous salary during recruitment?

4How does your business decide whether someone should get a pay rise or progress in their pay?

5Are your pay progression criteria fair and achievable by all staff, including those who work part-time, flexibly, or remotely?

6Do you use any additional forms of reward beyond base pay? (e.g. bonuses, commission, vouchers, or other incentives)

7What are these additional rewards based on?

8Do the people who make decisions about pay receive training on recognising gender inequality and bias, and on promoting gender equality in pay and reward decisions?

9Do you review decisions on pay and reward to check for patterns of inequality or bias that may be linked to gender or other characteristics?

10Have you carried out an equal pay review comparing pay for women and men doing the same work, equivalent work, or work of equal value?

11Have you taken action based on the results of your equal pay review?

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