Pay and reward
Even in a very small business a structured pay system is easier to monitor and control, and is more likely to provide equal pay, than a system which relies on managerial discretion. Any element of discretion in deciding pay can be highly vulnerable to gender bias. Stereotypical views and attitudes to the value of different types of work and staff may influence decisions, whether consciously or not.
Employers and managers are often unaware of the impact that their decisions may have on pay equality, and on the way pay differences can effect staff morale. All staff involved in making decisions on pay and reward should receive equality training, and should understand the law on providing equal pay between men and women.
To find out more and to get practical guidance about introducing a fair pay system, head on over to our Pay and Reward section.Go back to the Workplace culture homepage