Equality is currently sitting at the forefront of modern business. The influence of social media combined with surveys and statistics have highlighted the fact that the workplace is lacking in equality for all sorts of demographics. As an employer, it can be difficult to ensure that you’re doing all you can to ensure your business encourages equality, so here are three tips to help you in your mission.
Pay Modelling
At the face of the equality argument is the discussion of equal pay. Many companies, especially SMEs, use a very arbitrary pay and reward system that operates on a case by case basis. The problem with this approach is that not only can it lead to unintentional pay gaps, but it also creates a feeling of insecurity in employees because they have no idea what is required of them to progress or obtain a pay reward.
In response to this, companies like Paydata have begun offering pay modelling services where they analyse a client’s pay structure and implement an improved payment and performance reward system. These systems are designed with equality and company-wide application in mind, so when hiring you can refer to established guidelines built around your pre-determined pay structure. This kind of service is invaluable if you’re having trouble formulating your own equal pay system.
Annual Monitoring
After a structured payment and reward model has been implemented, annual monitoring helps to ensure that there are no issues slipping through the gaps. The best way to approach this is through a review system that focuses on areas where pay can change, such as performance-related pay increases and pay progression through training.
To make this even easier, implement trackable metrics into your business’ payment model so that you can easily compare statistics from level-to-level and employee-to-employee. Leverage the metrics during your annual reviews to see where inequality may have occurred and the rectify any issues you find by offering training opportunities or changing the workplace environment.
Qualitative Factors
Whilst statistics and figures are great for analysing issues, there are many problems that can’t be quantified but can still lead to inequality. A good example of this is segregation in the workplace, or equipment available to different teams. These factors can seem less important than most, but they have a huge impact on employee happiness and productivity, particularly in the case of departments that work closely with one another.
Unfortunately, jealousy is part of human nature and if employees feel like they aren’t being treated fairly this will become obvious in their productivity. To combat this, make regular equipment and inventory checks. Walk around the office and engage with employees to find out their issues. If you purchase new equipment to help a specific department, ask other relevant teams if they could benefit from the same and if so, consider budgeting to assist them or discuss with them why you can’t.
Sometimes perfect equality simply isn’t possible from a business perspective and that is fine, but where equality isn’t possible, transparency is important to combat any animosity employees may harbour.
In Summary…
Equality is not only important legally, but also from an employee satisfaction standpoint. Employers can utilize services and implement procedures that will help them ensure their business encourages equality and grows their employees. By taking progressive steps, it’s very easy to not only improve the workplace environment and productivity, but to see that increased happiness translated into higher quality work and as a result, profit. Equal pay and general workplace equality is an investment with a high return if taken seriously, so don’t be afraid to spend time or money developing new systems for your business.
