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<p>This Government is introducing ground breaking gender pay transparency for larger
employers. Employers will report on four measures including the proportions of men
and women working across their pay distribution. This means identifying where men
and women are in the organisational pay hierarchy, and motivating employers to address
any issues that limit women’s progression.</p><p> </p><p>Since we announced the introduction
of gender pay gap reporting, it is encouraging that over one third of the large employers
are now responding to the Chartered Institute of Personnel and Development poll, which
has already begun to prepare for the forthcoming annual reporting by starting to run
some analysis now. We will be providing a package of support to employers to help
them implement the gender pay reporting regulations. We have already published a ‘Trailblazing
Transparency’ best practice report on gov.uk earlier this year and provided guidance
on what sort of supporting analysis an employer could do as part of our ‘Think, Act,
Report’ framework. This can be found at: <a href="https://www.gov.uk/think-act-report"
target="_blank">https://www.gov.uk/think-act-report</a></p><p> </p><p>Gender pay gap
legislation is part of a range of wider action we are taking on women’s progression.
That is why the Government appointed Sir Philip Hampton and Dame Helen Alexander to
lead an independent review, which is focusing on the representation of women in the
most senior executive layers of the FTSE 350, as well as championing the increased
target for 33% women on FTSE 350 boards by 2020.</p>
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