How transparent and bias-free is your remuneration policy or process? Answers Answer We currently don’t have a formalised remuneration policy or process in place. Weighting 1 Answer We have a remuneration policy or process, but have not reviewed it for transparency. Weighting 2 Answer We have a transparent remuneration policy or process with clear and fair criteria and outcomes, and there is training for managers and policies on fair decision-making processes. Weighting 3 Answer We have a transparent remuneration policy or process which uses a structured decision-making process that includes no discretion in decision making. Weighting 4 Results Recommended action You may not have formal policies and processes relating to remuneration and/or progression and promotion. Now is a great time to develop them. Consider how your processes can be transparent to staff, and communicated so that everyone knows how decisions are made. Low transparency is more damaging to women, as women are less likely to negotiate salaries or to put themselves forward if the process is unclear.Develop fair policies for remuneration review and promotions which include clear criteria that are used to make decisions. This should include requiring internal vacancies to be advertised and open for anyone to apply. Measure the gender make-up of leadership roles in your organisation.Review your approach to flexible work to ensure that it supports people with childcare and other caring responsibilities. Score range 1-5 Recommended action You likely have remuneration and talent management policies in place to provide clarity and fairness for employees around remuneration and promotion. You may find that some employees still get 'stuck', or that women are less likely to advance.Increase fairness in remuneration reviews by reducing discretion and potential bias. This could include introducing a step-based pay system with automatic annual adjustment and de-linking performance from pay.Ensure flexible working arrangements, wellbeing support, and leave arrangements are fair and support employees in both their paid/work role and their childcare and caring responsibilities. This includes ensuring your parental leave policy encourages and supports parents in their roles as both employees and carers.Think about how you could actively develop the capability and skills of the women employed in your organisation to enable their progression and promotion at all levels, including into leadership roles. This could include mentorship programmes or professional development courses. Score range 6-9 Recommended action You likely have some good systems in place for ensuring fair and transparent processes to support women to advance in your workplace. However, there is likely still more work to do.Consider ways to increase accountability in promotions processes and how supporting women to progress and lead can be further embedded into your long-term strategy. This could include setting up targets for the representation of women in leadership (such as a 40:40:20 gender balance ratio), developing a talent management policy, and reviewing related policies (like flexible working) to ensure you attract and retain women. Score range 10-12 Section Section 4: Supporting women in your organisation
How do promotions work in your organisation? Answers Answer There are no formal procedures or policy for promotion. Weighting 1 Answer We have a policy, but it doesn’t include eligibility criteria or explain how decisions are made. Weighting 2 Answer There is a policy and decisions are based on a clear criteria that applies, and is available, to everyone. Weighting 3 Answer There is a clear policy and we have taken steps to increase transparency of the processes and opportunities for qualified candidates. Weighting 4 Results Score range 1-5 Score range 6-9 Score range 10-12 Section Section 4: Supporting women in your organisation
How does your workplace encourage and support women into leadership roles? Answers Answer We don’t have a specific policy or practice for this. Weighting 1 Answer We have a formal talent management policy, but it is not tailored for women specifically. Weighting 2 Answer We have a formal talent management policy. While our policies are not tailored for women specifically, they are gender neutral and address unconscious bias and stereotypes. Weighting 3 Answer We have a formal talent management policy that aims to bring more women into leadership roles, and provides opportunities including leadership training, mentorship, coaching, and networking. Weighting 4 Results Score range 1-5 Score range 6-9 Score range 10-12 Section Section 4: Supporting women in your organisation
