** Update 22nd August 2020 ***
I am no longer offering a free spreadsheet tool.
Whilst all the calculations for gender pay gap submission can indeed be done in a spreadsheet using simple functions, you have to make sure that the raw data you enter in the spreadsheet is correct. I have realised the government’s gender pay gap regulations are much more complex than first thought and my spreadsheet is not capable of verifying that you have entered the correct data. I can advise you on how to enter the correct data but this is a service I charge for but you will receive an advanced version of my pay gap calculator spreadsheet which offers more functionality including diagnostics of why you have a pay gap.
My advanced pay gap spreadsheet is also included if you purchase either a 3 Hour 1-on-1 Coaching session which can be run at a time convenient for you or book a place on my 1-day training course “Turn your Pay Gap Data into Insights & Actions“. Both options cost £395+VAT.
Notes on previous iterations of this post
Update 22nd August 2020 – If you have already downloaded a copy of my free spreadsheet, please remember that I did make this explicit statement at the time.
“As this spreadsheet is free, I offer no guarantees as to its accuracy and cannot be held responsible should an error arise.”
As I say, the formulas in the spreadsheet are correct provided you have entered the data correctly. Errors in entering the raw data are more likely if you pay your employees bonuses. If you do not pay bonuses, then it is much easier to enter the correct data.
Update 24th June 2020 – Version 3 of my calculator was released. After reading the fine detail of the Equality Act 2010 and the government guidance (and I mean the fine detail!) I realised that version 1 was correct after and version 2 is incorrect. Employers are required to report their hourly pay including bonuses not excluding them. This version corrects that and adds a few extra features.
Update 4th March 2020 – Version 2 of my calculator was released. I discovered an error in version 1 which could lead to incorrect figures being calculated for employers who pay large amounts of bonuses to a large number of employees. There should have been no material error if you pay only a few employees bonuses or the size of the bonus is small.
– Need help with interpreting your pay gaps? –
I offer the following services.
- Analytics – I can dig deep into your data to identify the key drivers of your pay gaps. I can build a model using a large number of variables such as pay band, seniority, job function, location, etc and use this to identify the priority areas for closing your gaps.
- Training – I run training courses in basic statistics which are designed for non-statisticians such as people working in HR. The courses will show you how to perform the relevant calculations in Microsoft Excel, how to interpret what they mean for you and how to incorporate these in an action plan to close your gaps.
- Expert Witness – Has your gender pay gap data uncovered an issue resulting in legal action? Need an expert independent statistician who can testify whether the data supports or contradicts a claim of discrimination? I have experience of acting as an expert witness for either plaintiff or defendant and I know how to testify and explain complex data in simple language that can be easily understood by non-statisticians as can be seen from my testimony to the Treasury Select Committee.
If you would like to have a no-obligation discussion about how I can help you, please do contact me.
– Want to know more about pay gaps? –
I have written a number of articles about pay gaps covering many topics. Click here to see an organised list of these articles.
Alternatively, visit my Twitter thread to see my comments on gender pay gaps in the media. Some notable ones are here.
