Report: Gender pay: How do you achieve and report parity?

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 report draws out six conclusions for other employers hoping to reduce, or eradicate, their gender pay gaps.

1. Leadership and ‘practising what you preach’ is essential, ensuring the example is set from the top of the organisation.
2. Investing in your talent and a ‘grow your own’ approach has underpinned FDM’s progress towards gender pay parity.
3. Appropriate HR and diversity policies play an important supporting role.
4. Measuring and monitoring. Without operating a dictatorial top-down, target-driven approach, gathering and reporting gender and other diversity statistics has clearly been a key tool which FDM has used to support and monitor its progress towards gender equality.
5. Gender pay reporting needs to be one external manifestation of an open, high communications culture in which relevant gender and other diversity data is regularly circulated and discussed.
6. Gender pay reporting should be one part of a multi-pronged and evolving approach and this approach should be sustained over time.