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Most companies treat pay gap reporting like a finish line. They publish the numbers, check the compliance box, and move on. But here’s the uncomfortable truth: If you’re not using that data to drive real change, you’ve just wasted everyone’s time."Sound harsh? Maybe. But after years of working with organisations paralysed by “analysis mode,” I’ve learned one thing: Boards don’t need more data—they need direction.&nbsp; To make sure that your pay gap report doesn't become another useless report you need these three things: 1. Clarity over complexity "Data without explanation just creates doubts. And when the doubts set in, unrealistic expectations set in, too."Your board isn’t asking for a spreadsheet—they’re asking for a story. Why does your pay gap look like this? What factors are within your control (hint: not all of them are)? Without context, you risk two dangerous extremes: panic-driven overcorrection or resigned shrugs of "This is just how it is."A university I worked with couldn’t understand why their gender pay gap was stagnant—until we discovered that their promotions process was a bureaucratic nightmare, riddled with unchecked biases and unecessary blockers. The data had hinted at it for years. But without digging into the why, they kept throwing solutions at the wrong problems.2. A focused, costed action plan (not a wish list) "Saying ‘we’ll close our pay gap by X%’ isn’t a plan. It’s a hope. And boards don’t fund hopes."Instead you should prioritise 3–5 tangible, high-impact areas (e.g., promotions, starting salaries, bonus allocations). For each area you focus on answer these questions:<ul><li>What’s the intervention? (e.g., bias training for hiring managers)</li><li>Who’s accountable? (Spoiler: Not just HR.)</li><li>What’s the cost and timeline?</li></ul> This is how you turn vague aspirations into boardroom-ready strategy.3. Visible ownership (beyond HR) Pay gaps aren’t created by one team—they’re the result of systemic cracks across the employee lifecycle. Yet most organisations still treat them as an “HR problem.”Ask yourself:<ul><li>Are your leaders equipped to explain the gap—and the plan—to their teams?</li><li>Is accountability siloed, or shared across Reward, DEI, and line managers?</li></ul> Without this, even the best plan will gather dust.&nbsp; Ready to move from habitual reporting to impactful results? If your pay gap report is sitting in a drawer (or worse, fueling boardroom anxiety), let’s change that.🎧 Listen to the<a data-mce-href="https://open.spotify.com/episode/3LhQP8O5mIvGpBqHuy7Gy9?si=042a1a2e296049cb" href="https://open.spotify.com/episode/3LhQP8O5mIvGpBqHuy7Gy9?si=042a1a2e296049cb"> full podcast episode here&nbsp; </a>where I discuss in more detail what boards want from your pay gap report for the step-by-step breakdown. <figure id="figure-e8atwm69sgmchoys1l"><img id="e8atwm69sgmchoys1l" src="https://cdn.durable.co/blocks/4CpmVyCM72wpZOk7oVI5roPOcyGxFE5fiBfll5yP7bi2f3T3ZP5tHhXAwtyM4BYN.png" alt="" title="" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 1/1; object-position: undefined undefined;" data-corners="default" data-aspect="1:1" data-caption="What boards really want to see after pay gap reporting" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/4CpmVyCM72wpZOk7oVI5roPOcyGxFE5fiBfll5yP7bi2f3T3ZP5tHhXAwtyM4BYN.png" data-mce-style="aspect-ratio: 1/1; object-position: undefined undefined;"><figcaption class="body-normal text-gray-500 mt-2">What boards really want to see after pay gap reporting</figcaption></figure>Or, if you’re ready to act now here are two ways we can work together this summer:<a data-mce-href="https://equalitypays.co/summer" href="https://equalitypays.co/summer">Book a VIP Strategy-in-a-Day Session:</a> We’ll distill your data into a board-ready action plan—in one focused day. <a data-mce-href="https://equalitypays.co/summer" href="https://equalitypays.co/summer">Join the Summer Strategy Sprint:</a> Collaborate with me over 3 weeks to build and cost your roadmap. Limited spots available. Book a call to secure yours before summer slips away.

What boards really want after pay gap reporting

Wooden blocks with "WISDOM" text of concept and coins.

<figure id="figure-1cbrmp835mc7ozdpf"><img id="1cbrmp835mc7ozdpf" src="https://media.gettyimages.com/id/1440697677/photo/lawyer-business-woman-working-or-reading-agreement-contract-in-office-workplace-for.jpg?b=1&s=2048x2048&w=0&k=20&c=VB-x7XMsytwYLikX_dLQZu4_1mSH3EKjTf1afOtNV-w=" alt="Lawyer business woman working or reading agreement contract in office workplace for consultant lawyer concept" title="Lawyer business woman working or reading agreement contract in office workplace for consultant lawyer concept" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><h3>The missing "S" in ESG: How pay equity transparency impacts your bottom line</h3>When we talk about ESG, the spotlight often falls on environmentla issues like carbon footprints and renewable energy—the "E." Governance—the "G"—gets its fair share of attention, too. But what about the "S"? Social governance, particularly pay equity and workforce transparency, remains the most underrated yet financially material pillar of ESG.&nbsp;And investors are starting to notice.&nbsp;In 2023, 83% of Limited Partners (LPs) said they would withhold capital from private equity firms that couldn’t demonstrate progress on pay equity and diversity.&nbsp;Why?&nbsp;Because the "S" isn’t just about ethics—it’s a financial imperative.&nbsp; Why the "S" gap is costing you money&nbsp; 1. Investors vote with their wallets. In May 2023, Unilever secured a £1.2bn sustainability-linked loan from HSBC—with interest rates tied directly to its progress on gender pay equity and workforce diversity. The message was clear: strong "S" metrics = easier access to capital.&nbsp;On the flip side, Boohoo’s market value plummeted by £1bn after investors discovered labour violations in its supply chain. The fallout wasn’t just reputational—it was financial.&nbsp;2. The pay gap penalty is real.&nbsp; A 2023 study by the UK Office for National Statistics (ONS) found that companies with unchecked gender pay gaps faced 30% higher turnover costs due to attrition and recruitment. Meanwhile, private equity firms that ignored "S" due diligence saw 1.2x lower exit multiples compared to peers with audited pay equity reports.&nbsp;3. Regulation is closing in. The EU Pay Transparency Directive (2024) will now impose fines of up to 2% of global revenue for non-compliance with the new legislation. And in the UK, the Financial Conduct Authority (FCA) requires LPs to disclose portfolio-wide pay equity metrics under the Stewardship Code.&nbsp;Ignoring the "S" isn’t just risky—it’s expensive.&nbsp; How to fix it (before it’s too late)&nbsp; 1. Audit your pay gaps—properly. Don’t just report numbers. Benchmark against peers, identify root causes (e.g., promotion disparities in tech roles), and set public reduction targets. Tool to try: The Gender Pay Gap Dashboard lets you compare your data against industry averages.&nbsp;2. Tie executive pay to "S" metrics.&nbsp; AstraZeneca now links 15% of executive bonuses to ESG-S targets, including pay equity—a move that helped them secure a higher ESG rating from MSCI.3. Make "S" a selling point for investors. &nbsp;PE firm Hg Capital achieved 1.8x higher exit multiples for portfolio companies with audited ESG-S reports. Their secret? Proactive "S" due diligence before going to market.&nbsp;The bottom line The "S" in ESG isn’t a nice-to-have—it’s a financial lever. Firms that address pay equity issues don’t just avoid penalties; they unlock cheaper capital, higher valuations, and investor trust.&nbsp;Ready to turn your "S" into a competitive advantage? <a data-mce-href="https://bookme.name/equalitypays/lite/call" href="https://bookme.name/equalitypays/lite/call" target="_blank" rel="noopener">Book a 30-minute consultation call</a> to discuss how we can help you audit, benchmark, and leverage your social governance data.&nbsp;P.S. Want our free "ESG-S Exit Readiness Checklist"? You can download it<a data-mce-href="subscribepage.io/esg" href="subscribepage.io/esg" target="_blank" rel="noopener"> here</a>.

The missing "S" in ESG: How pay equity transparency impacts your bottom line

Engineers and Foreman are calculating workers' expenses and overtime to pay workers compensation and overtime each month. Foreman holds cash in hand to pay workers as compensation

<figure id="figure-2mo5tm0zxkmc7ohbna" class="selected"><img id="2mo5tm0zxkmc7ohbna" src="https://media.gettyimages.com/id/2190397359/photo/business-woman-hands-or-counting-with-cash-for-finance-profit-or-salary-increase-at-office.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=kek_vskmxXh62qUz1THy8DFYL5TdvuPsmVBnBeP3BbY=" alt="Business woman, hands or counting with cash for finance, profit or salary increase at office desk. Female person, accountant or employee with paper bills, financial savings or investment at workplace" title="Business woman, hands or counting with cash for finance, profit or salary increase at office desk. Female person, accountant or employee with paper bills, financial savings or investment at workplace" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2190397359/photo/business-woman-hands-or-counting-with-cash-for-finance-profit-or-salary-increase-at-office.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=kek_vskmxXh62qUz1THy8DFYL5TdvuPsmVBnBeP3BbY=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Why pay gaps are costing you a fortune. Literally.</h3>Research from the London School of Economics reveals UK businesses lose £4.3 billion annually to pay gap-related turnover. I know. it's a lot. Here's the breakdown to really put that figure into perspective:1. The replacement taxRecruiting a mid-level employee now costs 112% of their annual salary. For a company with 1,000 employees, this could mean £5.6 million in avoidable costs.2. Reduced productivityPay inequities can cause teams to take significantly longer to complete projects, and one study found a 22% decrease in output.3. Wary investors83% of UK venture capital firms now require portfolio companies to disclose pay gap metrics before funding. It is very interesting to see the link between pay equity/pay gaps and access to investment... Why addressing pay gaps is getting investor attention As scrutiny on the 'S' in ESG sharpens, investors are asking tougher questions—particularly about how companies treat their people. Increasingly, firms that actively tackle their pay gaps are not only improving equity—they’re also seeing tangible financial and reputational rewards. Here are two examples making waves with investors:Lloyds Banking Group: Linking pay equity to performanceLloyds has taken a proactive step by tying 17.5% of executive bonuses to ESG targets—7.5% of which are specifically related to diversity, equity, and inclusion (DEI). This move shows clear accountability, aligning leadership incentives with workforce fairness.Investors care because ESG-linked pay is now a key indicator for long-term value. By embedding DEI into remuneration structures, Lloyds is sending a strong signal to ESG-focused investors that it takes the 'S' seriously—making it a more attractive, lower-risk investment.Baillie Gifford: Outperforming peers on gender pay equityWhile the asset management industry averages a 31.3% median gender pay gap, Baillie Gifford’s stands at just 12.7%. The firm also leads in placing more women in upper pay quartiles—a crucial step in addressing structural imbalance.Baillie Gifford doesn't just report the data—it acts on it. The firm strategically invests in funds aligned to UN Sustainable Development Goal 5: Gender Equality, reinforcing its social impact credentials. This has positioned it strongly with ESG-aligned investors and clients, helping it retain and attract capital.These examples make it clear: tackling pay gaps isn’t just a compliance issue, it’s a competitive advantage. Investors are watching and the companies taking action are winning on more than just principle, they’re winning on performance too. Three steps you can take to turn the tideSo what can you to improve your 's' metric in ESG in relation to pay equity and pay gaps? A few simple starter ideas are:1. Conduct a forensic pay audit (not just the mandatory reporting, dig deep into the root causes and create a strategy to address them).2. Benchmark against competitors, not national averages. The aim is to focus on metrics that make sense for your sector, not a set of numbers that are meaningless. (However, do not fall for the trap of thinking that simply doing better than your competitors is enough - it's simply a benchmark to see where you sit in your sector.)3. Tie leadership KPIs to measurable progress. Remember, bespoke metrics will define what you consider to be progress - ie don't just focus on percentage points and numbers, focus on people and impact.The bottom line In today's market, pay equity and pay gaps are not solely a HR problem or just another report to fill out every year. It's a powerful lever for reducing costs, retaining talent and unlocking growth.To address your pay gap issues and improve your ESG metrics, <a data-mce-href="https://bookme.name/equalitypays/lite/call" href="https://bookme.name/equalitypays/lite/call" target="_blank" rel="noopener">book a call </a>to see how we can support you.Or you'd rather see how you can improve your 's' metric measurements download our <a data-mce-href="https://equalitypays.co/esg-checklist" href="https://equalitypays.co/esg-checklist" target="_blank" rel="noopener">free checklist </a>today.

The true cost of pay gaps

Guidelines for bribery and defrauding officials.

<h3>Pay Transparency: What challenges should organisations be aware of?</h3><figure id="figure-7i4g9ouqnumb7mfd7i"><img id="7i4g9ouqnumb7mfd7i" src="https://cdn.durable.co/blocks/3baIto9sk6E1AnZC90i4pZgJm2RzxA2W5qmkPoCJw80XDpEchrDe9gd8XhG536WG.png" alt="" title="" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/3baIto9sk6E1AnZC90i4pZgJm2RzxA2W5qmkPoCJw80XDpEchrDe9gd8XhG536WG.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>In the latest HR On the Offensive podcast, Chris and LACE Director Pavan Bilkhoo speak with their guest, Michelle Gyimah, who is a keynote speaker and a consultant specialising in gender and ethnicity pay gaps. The discussion revolves around the challenges and strategies related to pay reporting. If you are considering pay transparency within your organisation, listen now to understand the challenges associated and how you can mitigate them.<a data-mce-href="https://open.spotify.com/episode/2Uax14oXfp8gFdpMgFUS2n" href="https://open.spotify.com/episode/2Uax14oXfp8gFdpMgFUS2n" target="_blank" rel="noopener" data-mce-selected="inline-boundary">Listen here.﻿</a>

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What boards really want after pay gap reporting

The missing "S" in ESG: How pay equity transparency impac...

The true cost of pay gaps

Pay Transparency: What challenges should organisations be...