Gender pay: How do you achieve and report parity?
The case example of FDM Group
FDM Group is a global professional services provider, focusing on information technology. It was the sixth employer to publish its gender pay gap data under the new gender pay gap reporting legislation which came into effect on 5 April 2017.
This IES case study report analyses the success of FDM Group in achieving a zero per cent median gender pay gap, and outlines the key factors to their success in developing a diverse culture.
The research was based on internal qualitative research and an external evidence review. After considering the context of gender pay gap reporting, the progress so far and the technology sector in the UK, the report offers analysis of the revelevant HR and diversity policies operating at FDM Group. These policies are set in the context of the wider cultural variables that appear to relte to gender pay relativities and the absence of a median gender pay gap in the organisation. The report concludes with relevant implications from the research that will be of interest to other employers hoping to reduce, or eradicate, their gender pay gaps.
Key factors highlighted in the report that appear to have supported FDM's success, include:
- investing in talent and a 'grown your own' approach;
- appropriate HR and diversity policies;
- leadership, in order to set the example from the top of the organisation;
- measuring and monitoring;
- an open, high-communications culture; and
- a multi-pronger approach - the case study encourgages the view that employers should try out a range of HR and diversity initiatives and constantly look to improve in a sustained approach to promoting equal pay, equality and diversity.