![]() Unfair treatment of female workers resulted in the Equal Pay Act of 1970, which outlaws any less favourable treatment between men and women in terms of pay and conditions of employment. Publishing a narrative alongside pay disclosure data allows people professionals to show the fairness of reward outcomes. Sharing this will show what employees can expect from the organisation and what it expects from them. In turn, this will help guide management’s reward decision making (such as how much to contribute to a workplace pension). HR teams have an important role in defining what ‘fair’ means for their employer. ![]() ![]() We explore other perspectives of fairness in our report The changing contours of fairness. By contrast, if people think an employer’s performance management and reward approach is not fair, they might not want to join or stay, and may lack commitment. These can create trust because they signal that people are respected and valued. The quality of the treatment people receive when procedures are implemented (interactional justice).The fairness of the process used in making pay decisions (procedural justice).The fairness of pay outcomes – how the pay budget should be distributed (distributive justice).In pay terms, and from an organisation’s perspective, we identify three types: There are several perspectives on fairness at work. It also discusses the benefits of publishing pay narratives, through which employers can show that they’re trying to pay their workforces equitably.Įxplore our stances on low pay and financial wellbeing, executive pay, gender equality at work and corporate governance and transparent reporting in more detail, along with actions for government and recommendations for employers. It also looks at pay reporting, outlining what must be disclosed under UK law (such as the gender pay gap) as well as ethnicity pay disclosure which might be required in future. This factsheet covers pay fairness, including high and low pay, and equal pay for equal work. ![]() Recently, large UK employers are legally required to disclose pay data, such as by gender. For instance, employers are required by law to treat their employees fairly in terms of people management policies and practices, including how they reward them. To address concerns about fairness in how organisations treat their stakeholders, such as workers, customers, investors, etc, the UK has introduced various regulations. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |