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Appendix A7.5

Equal pay policy

1. Equal pay statement

We promote equality of opportunity for all and aim to eliminate discrimination in the workplace. We support the principle of the relevant legislation that male and female employees should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value. In order to achieve equal pay for employees doing equal work it is essential to operate a pay system which is transparent, based on objective criteria and free from gender bias. Please see section A3, (dignity and diversity at work) for measures to address issues of equality other than equal pay.

1.1. How our pay policy is implemented

We have identified the following areas for action:

  • existing and future pay practices will be reviewed for all employees including those in non-standard employment (e.g. working part-time hours or another flexible work pattern) and those who are absent on maternity leave
  • monitoring of the impact of pay practices will be undertaken by the EDJC

An agreed set of monitoring data will be reviewed annually. This will include data on:

  • basic pay
  • pay on appointment and pay on promotion
  • performance pay by gender
  • bonuses
  • benefits and allowances
  • the impact of development, grading and promotion schemes
  • gender split by occupation
  • employees will be informed on how pay practices work and how their individual pay is calculated
  • training and guidance will be provided for managers and other employees involved in decisions about pay and benefits

1.2. Appeals

The grievance procedure (Section A12c: If things go wrong - grievance issues) - is available if you believe that you are not receiving equal pay for work of equal value with a equivalent employee of the opposite sex.

Last updated 02/01/14
Amendment 167 - January 2014