Breifing 26 February 2002
This is the second briefing in the Campaign for
Equal Pay in Scotland. This Briefing deals with why it is essential
to get employers to agree to an Equal Pay Policy before asking
them to undertake an Equal Pay Audit.
WHY HAVE AN EQUAL
Many employers have adopted Equal Opportunities policies in
order to demonstrate to employees and clients/customers that the
organisation takes equality issues seriously. Good equal opportunities
practice in employment not only helps to avoid unlawful or unfair
discrimination but is
Equal Pay is an important part of equality at
work as pay is the most direct way an organisation values the
contribution made by employees and should, therefore, be an integral
part of any Equal Opportunities policy.
also good for business
and the right and fair thing to do.
IMPORTANCE OF AN EQUAL PAY
The importance of having an Equal Pay policy
is that it demonstrates an employer's commitment to achieving
equal pay, free of sex bias. The Policy should set out clear objectives,
which enable priorities for action to be identified and an effective
programme to achieve them to be implemented.
It is also good employment practice for employees
to understand how their rate of pay is determined. Information
about the process should be regularly communicated to employees
in order to inform them as to how the pay systems affect them
individually. This will serve to assure them that any sex bias
in the system is being addressed.
NEED FOR AN EFFECTIVE POLICY:
Experience shows that the effectiveness of any
Equal Pay policy depends on the following:
- A commitment to the policy by senior management;
- A recognition by all staff involved in decisions about pay
that they share responsibility for the proper implementation
of the policy;
- Proper training in identifying sex discrimination in pay for
all staff involved in decisions about pay and grading for other
- Moving beyond a statement of intent to include a provision
for a review of the payment system and periodic monitoring to
ensure continuing effectiveness.
- Information given to employees about the review and any plan
of action drawn up as a result.
WHAT BRANCHES CAN
Below this briefing is a model equal pay statement.
Branches should begin discussion with employers at the earliest
It would also be useful if branches could monitor
progress and report back to Eileen Dinning at this office.
Equal Opportunities Commission
0141 248 5833
Scottish Executive Equality Unit
0131 244 0123
Scottish Low Pay Unit
0141 221 4491
Scottish Trades Union Congress
0141 337 8100
Fair Play Scotland
0141 248 5833