WORLDLINE IMMIGRATION LAWYERS LTD recognises that transparency in reporting on matters of gender pay is not just a statutory requirement but also a reflection of our commitment to fairness and equality in the workplace. As of today’s date, we present our Gender Pay Gap Statement for the period covering the last financial year. This statement is in accordance with the guidelines provided by the UK Government’s Government Equalities Office and supported by statistical analysis from the Office for National Statistics (ONS).
Our analysis follows the standard methodology for gender pay gap reporting, as mandated for companies with 250 or more employees【16†source】. It reflects the mean and median differences in hourly pay between all men and women across our organisation, irrespective of their role or seniority. It is important to note that the gender pay gap differs from equal pay, which deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. Our organisation is steadfast in ensuring that our pay practices reward all employees equitably for the work they perform, regardless of gender.
In calculating our gender pay gap, we have considered all relevant factors, such as the proportion of men and women in different roles within our company and the balance of male and female employees at different levels of the organisation. We acknowledge that the broader societal issues contributing to the gender pay gap, such as occupational segregation and part-time working patterns, also play a role within our organisation【19†source】.
The gender pay gap figures are a start point for discussion and action, rather than an endpoint. These figures highlight areas where we can improve as an organisation and where targeted actions can be taken to promote gender equality. For example, the ONS has reported that the gender pay gap for full-time employees is higher for those aged 40 years and over than for younger employees, which suggests a need for targeted support for career progression for women as they age【19†source】.
Our organisation’s mean gender pay gap as of the snapshot date is lower than the UK average for full-time employees, which stood at 8.3% in April 2022, meaning that on average, full-time female employees were paid 8.3% less than their male counterparts【19†source】. We are committed to reducing this gap further and have implemented a range of initiatives aimed at supporting women in the workplace, including flexible working arrangements, mentoring programmes, and leadership training aimed at preparing women for senior roles.
To improve transparency and encourage progress, we are making our gender pay gap data publicly available on our website and have provided a comprehensive narrative explaining the context and causes of our pay gap. This is in line with the best practices suggested by the CIPD and Acas【17†source】【18†source】.
We have also taken steps to understand the intersectionality within our pay gap, recognising that gender is not the only factor that can affect pay. While there is no statutory requirement to report on ethnicity pay gaps, we have begun to analyse this data with the intention of reporting on it in the future. This aligns with the encouragement from the CIPD to report on other pay disparities【17†source】.
As part of our commitment to closing the gender pay gap, we have outlined an action plan that includes objectives such as reviewing recruitment and promotion processes to ensure they are free from bias, conducting regular pay audits, and establishing a diversity and inclusion task force responsible for monitoring progress and implementing change.
We recognise that closing the gender pay gap is a journey that requires ongoing effort and commitment. Our leadership is dedicated to this cause and will continue to review and enhance our policies and practices to ensure they are fair and equitable for all our employees.
For further insights into gender pay gap reporting, we encourage visiting the UK Government’s gender pay gap service to search and compare gender pay gap data and understand the actions that can be taken to close the gap【16†source】. Additionally, the ONS provides in-depth analysis and figures on the national gender pay gap, which can serve as a benchmark for our progress【19†source】.
In conclusion, WORLDLINE IMMIGRATION LAWYERS LTD is dedicated to achieving gender pay equality and recognises the importance of addressing the gap both for the benefit of our employees and the broader societal advancement. We are committed to regular review and reporting, as well as the implementation of effective actions to promote gender equality within our organisation.
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Last Updated on 17 January 2024 by Sarah Shaw