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		Equal Pay Awareness Briefing 2 Breifing 26 February 2002 INTRODUCTION: 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 PAY POLICY: 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. THE IMPORTANCE OF AN EQUAL PAY POLICY: 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. THE 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 employees 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 DO: Below this briefing is a model equal pay statement. Branches should begin discussion with employers at the earliest opportunity. It would also be useful if branches could monitor progress and report back to Eileen Dinning at this office. FURTHER INFORMATION: Equal Opportunities Commission www.eoc.org.uk 0141 248 5833 Scottish Executive Equality Unit www.scotland.gov.uk 0131 244 0123 Scottish Low Pay Unit unit@scotlpu.org.uk 0141 221 4491 Scottish Trades Union Congress 0141 337 8100 Fair Play Scotland 0141 248 5833