Equal Pay Policy Statement
This Equal Pay Policy Statement has been developed on the principles of fairness and equality, and is in line with Banff and Buchan College’s Equality of Opportunity Policy Statement and a range of other policies and procedures which support this statement.
The College is committed to the principle of equal pay for all our staff. We aim to eliminate any sex bias in our pay systems.
We understand that equal pay between men and women is a legal right under both domestic and European law.
It is in the College’s interest to ensure that we have a fair and just pay system. We are committed to working with trade union / staff representatives through our Partnership Forum framework, to eliminate sex bias and to take action to ensure that we provide equal pay.
We believe that in eliminating sex bias in our pay system we are sending a positive message to our staff, students and other stakeholders. It also makes good business sense to have a fair, transparent reward system. We recognise that avoiding unfair discrimination will improve morale and enhance efficiency. The following strategy is incorporated in the College’s HR Strategy which supports the Strategic Development Plan, and as such, will be mainstreamed into the College planning and review cycle.
Aims:
- Eliminate any unfair, unjust or unlawful practices that impact on pay
- Take appropriate remedial action
Our objectives are
- Implement an equal pay review in line with EOC guidance for all current staff and starting pay for new staff (including those on maternity leave, career breaks, part time, term time or temporary contracts) in order to determine the gender pay gap (if any)
- Analyse the likely causes of any identified pay gap (eg pay discrimination, caring responsibilities, workplace segregation)
- Develop an action plan to address the likely causes of the pay gap
- Review our flexible working policies and procedures
- Evaluate the homeworking and flexible hours policies integration pilot and implement any agreed outcomes
- Review our Job Evaluation Scheme to ensure that it is discrimination free and fit for purpose
- Plan and implement any actions arising from these reviews through a Partnership Forum working party of trade union / staff representatives / HR staff
- Provide training and guidance for those involved in determining pay
- Inform staff of how these practices work and how their own pay is determined
- Respond to grievances on equal pay as a priority
- Monitor pay statistics annually, in conjunction with the Partnership Forum and Board of Management Staffing Committee