The policy to reveal the pay difference in workplace has been a thought-provoking one. In April 2018, companies with at least 250 employees or more will be encouraged to share their pay differences, primarily between male and female workers. And as of February 2018, over a thousand firms have done so, a practice that will be repeated on an annual basis. Another initiative – which will come into effect in June 2018 – will focus on the pay gap between workers and managers. Business owners will be encouraged to reveal the ratio between their CEO and their average worker, with companies being required to justify the difference.
To say the initiative has been controversial would be like stating fire is hot. In the case of manager/worker difference, companies that have a considerable difference will be placed on a public register which has been seen by some as a 'shaming tactic'. But Workvine - ever the encourager of employee engagement – believes that this could lead to a more engaged workforce. And these are the reasons why:
· Puts the Breaks on a Growing Problem – According to the Campaign Group, Equality Trust, executives in the FTSE 100 take home on average £5.3 million, 386 times more than a worker on minimum wage. If the divide is left unchecked it will only to continue to grow. And in the long run, this is likely to cause no end of resentment between workers and their bosses. And a business is going to struggle to prosper with a disgruntled workforce...
· Gives Employees a Much-Needed Voice – It can be difficult to ensure the issues facing a common worker to reach the ears of higher-ups in a boardroom. The new initiative will put measures in place to ensure those voices do not go unheard. Companies will have a choice between assigning a no-executive director to represent staff, creating an employee advisory council or nominate a director from the workforce.
· Gender Difference - Even though the gender pay gap is steadily decreasing, it is still very much a problem. In 2016, the UK gap was listed as 9.4% for full-time workers and 18.1% for all staff. At the same time, women have also been said to be unhappier at work than the men. At this rate, female workers need that gap to close faster than a snail's pace and having the gaps in plain sight could be the way to speed up the process.
In the short run, this initiative is not going to inspire cartwheels of joy. And many managers may view it through jade-coloured glasses. But in the long run, it could allow a company to attain a stronger level of financial balance, dialling down many of the controversies circulating the modern workplace and place a stronger, reinforced emphasis on equality and diversity.