Recommendation 30

HM Government · verbatim extract Deferred

Requiring large employers to produce an action plan, alongside their gender pay gap reporting figures, will ensure that organisations are taking effective steps to improve gender equality in their workplace and tackle pay disparities. Many employers understand that, when women succeed, so does their business. Introducing this requirement will spread this message and ensure every large organisation harnesses the talent, creativity and brilliance of women in their workforce. Clause 28 (formerly 26) of the Employment Rights Bill represents the first step towards requiring plans, with the details due to be set out in subsequent regulations. The language of the clause, as drafted, specifies 2 matters that are included as being “related to gender equality” and therefore employers would be required to cover them in their action plans. These are: addressing the gender pay gap supporting employees going through the menopause Our intention in mandating these action plans for large employers is to be led by the actions themselves, reflecting the fact that many of the interventions will be beneficial for people in lots of different circumstances. For example, improved provision of flexible working can be valuable for an employee balancing childcare as well as someone managing a reproductive health condition. In the same way, ensuring that employers support staff going through the menopause will necessitate them taking steps that are positive for supporting women’s health in the workplace more broadly. For example, menopause best practice includes greater discussion around women’s health and awareness of potential workplace adjustments, which have a potential benefit across all women’s health conditions. The Office for Equality and Opportunity is already engaging with women’s health organisations, and will continue to do so as the legislation and associated guidance is developed, to ensure that employers are encouraged to adopt best practice.