The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

Who is it for?

This data subscription is for Company Officers with responsibilities in:

Procurement & Supply Chain
Risk & Finance
EDI, Sustainability & CSR
Compliance & Legal
Investor Relations
Ethical Business Development

What can it do for you?

The gender pay gap is the average difference between how much men and women are paid in an organisation. Businesses can use gender pay gap data to identify and address pay gaps within their supply chain. This can help to improve employee morale and productivity, and to attract and retain top talent in who they buy from. Using one of our analysis dashboards you can query any of the information submitted by companies in their self-reporting submitted to UK Government to determine which organisations are taking gender equality seriously. You can generate infographics of these metrics for your suppliers to add to your reports to the board and other stakeholders.

More about the data

Since 2017, organisations with 250 or more employees have been required annually to publish data on the gender pay gap within their organisations. We have been importing and mapping this data to financial entities in TISCreport since then and you are able to query this data across any number of organisations.

The queryable data includes:

• Whether the company must comply with The Equality Act 2010 Regulations 2017
• Whether the company has submitted a report to UK Government
• Voluntary link to additional GPG data published by the reporting employer
• Mean percentage difference between male and female hourly pay
• Median percentage difference between male and female hourly pay
• Mean percentage difference between male and female bonus pay
• Median percentage difference between male and female bonus pay
• Percentage of male employees paid a bonus
• Percentage of female employees paid a bonus
• Percentage of males in the lower hourly pay quarter
• Percentage of females in the lower hourly pay quarter
• Percentage of males in the lower middle hourly pay quarter
• Percentage of females in the lower middle hourly pay quarter
• Percentage of males in the upper middle hourly pay quarter
• Percentage of females in the upper middle hourly pay quarter
• Percentage of males in the top hourly pay quarter
• Percentage of females in the top hourly pay quarter