Gender Equality Scheme
Differentials in pay between women and men are a key indicator of unlawful sex discrimination in the workplace. According to the Equal Opportunities Commission the average full time salary pay gap for women is 17%.
The Gallery undertakes regular equal pay audits to assess whether there is any evidence of a pay gap between the genders and share this information with the trade unions. We calculate the percentage difference between the average salary and average earnings of women and men.
This year’s audit found no unaccounted for disparity in the pay of women and men. In respect of average salary we found that overall the average salaries of women and men showed one gap of 5% or more. The gap is wider for some grades for average earnings because fewer women work overtime and shifts.
So far, our equal pay audit has not considered occupational segregation, nor considered any gaps in pay between part-time and full-time staff but we will include this as part of future audits. Occupational segregation occurs when women or men predominate in a particular job, often at lower rates of pay.
Employment policies and procedures
The Gallery has for many years recognised the scope for potential discrimination in employment practices. The Human Resources Department reviews policies, procedures and practices not only to eliminate unlawful and unfair discrimination, but also to promote equality and inclusiveness for all.
The Gallery consults the trade unions as part of the development of key policies. Policies and procedures are available to staff in the Staff Handbook or on the internal network as appropriate.
The Gallery aims to attract and retain people who are the best in their field, with the right skills and competences, and with a range of diverse backgrounds.
As part of the improvement in monitoring arrangements, the data referred to in the section concerning our workforce profile will be collected and analysed to enable better monitoring of our recruitment processes.
The Gallery Flexible Working Policy is open to all colleagues. It is recognised that it is not just working parents and carers of adults who have responsibilities and interests outside of the workplace.
Our flexible working policy allows all colleagues with the requisite qualifying time in our employ to request to work flexibly, regardless of their personal circumstances.
The Gallery seeks to accommodate requests for flexible working arrangements, wherever business needs enable this. Over the past four years the Gallery has an average maternity return rate of 80%. According to the Department of Trade and Industry the national average maternity return rate is 60%.
Tackling harassment is an important element of ensuring equality. The Gallery is committed to providing an environment in which colleagues are treated with dignity and in which genuine complaints concerning behaviour or treatment may be raised without fear of reprisals.
Our bullying and harassment statement, which is part of our terms and conditions of employment, makes clear that harassment or bullying will not be tolerated. Additionally, our disciplinary rules make clear that action may be taken against any colleague who harasses or bullies. Any colleague found to have victimised another for complaining, for supporting a colleague or for giving evidence about harassment may also be subject to disciplinary action.
The Gallery will be reviewing its policies to ensure adequate provision is made for the raising and investigation of complaints. Additionally, as part of the improvement in monitoring arrangements, we will report on grievances brought by employees including those relating to discrimination, harassment or victimisation on the grounds of sex. Confidentiality will be maintained and individuals will not be identified in any such reports.
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