5 Tips for Businesses

from Tom Heys, Gender and Ethnicity Pay Gap Expert, Lewis Sikin

  • Publish Salary Bands: Boost trust and reduce pay gaps by openly sharing salary ranges both internally and externally. Clear salary bands not only promote transparency but also set expectations, reduce disparities, and encourage fair competition. Employees are more likely to trust your organisation when they see evidence of equitable pay practices in action.

  • Report Ethnicity Pay Gaps: Demonstrate your commitment to diversity and inclusion by reporting ethnicity pay gaps within your organisation. Transparency is just the first step—use the data to identify disparities and take informed actions to address them. A proactive approach shows your dedication to creating a fairer workplace and inspires trust among employees and stakeholders alike.

  • Make Recruitment Inclusive: Transform your hiring process to attract diverse talent. Use mixed-gender and ethnically diverse hiring panels, ensure shortlists include underrepresented groups, avoid asking about salary history, and implement structured interviews with consistent questions. Inclusive recruitment practices lead to stronger teams and show that your organisation values equity and fairness.

  • Fair Pay & Promotions: Establish clear, measurable criteria for pay raises and promotions to ensure decisions are objective and unbiased. Document and track all pay and promotion outcomes to identify patterns and address potential inequities. A fair system not only motivates employees but also strengthens your reputation as an inclusive employer.

  • Learn from Exits: Exit interviews can provide valuable insights into pay practices, progression barriers, and cultural challenges. Use this feedback to identify patterns and make improvements to your systems. By addressing issues highlighted during departures, you create a better environment for remaining and future employees.

Tom Heys is Pay Reporting Lead at Lewis Silkin LLP. He is an expert on gender and ethnicity pay gap reporting and advises 50-70 large and multinational employers on these issues.