Data, particularly “big data”, seems to be constantly in the headlines – whether it be because data has been lost (the TalkTalk hacking incident) or because it’s being used for something that’s perceived to be intrusive (adjusting insurance premiums or the monitoring of emails by the NSA). For some people and organisations data is a fundamental part of what they do, but for the rest of us – should we be taking more notice of our data? Are we missing a trick?
Depending on what type of organisation you currently work for, then you may find that you are already required to report on and publish some key data. If you work in an organisation that is classed as a “public body” under the Equalities Act 2010 definition (for example the BBC, a local Council or the Police) then you already need to publish data about your workforce. Specifically data that relates to how your workforce is made up relating to “protected characteristics” and other equality data – for example the percentage of your workforce who are disabled, the age profile of your workforce and the gender split. If you work in local or central government then you already have to publish data about the remuneration of your senior / executive managers.
Even if there is no statutory requirement for you to report and publish the sort of employee data highlighted above, could you find this information useful? Certainly if you do any form of workforce planning for your business then you probably already look at and use key employee data such as salaries, length of service, duration that people have been in role, employment status (temporary or permanent) and key skills / competencies. If you don’t currently do any workforce planning, should you think about doing some to help your business to be ready for the future? (hint – we recommend you do!)
If you are struggling to recruit to a certain role then looking at the data could help you come up with a solution. Filling some roles takes more than an advert on your website and Totaljobs etc….. Looking at your recruitment and candidate data may help you to tap in to a new pool of potential candidates who you’ve previously overlooked or help to identify a different, more effective recruitment channel.
Even if you don’t want to go on a data journey yet, you will find that going forward more and more businesses are going to have to start reporting on and publishing key employee data. Hopefully you are aware of the gender pay reporting requirements (The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017) that are due to come in to force some time in 2017? If you employ more than 250 staff, then these regulations will apply to you so you need to start preparing now.
There are also discussions about whether businesses need to do more to be transparent about what they pay their senior staff (eg. Directors and Chief Executives). After all, the public sector already has to report on what they pay their senior staff. The government has just issued a “Green Paper” to consult on whether businesses must report on the pay of their most senior staff compared to the pay of their average employee. The consultation is open until 17 February 2017 if you want to contribute. Should the consultation end up being translated in to new legislation, then you’ll need to get to grips on your data again – so watch this space.
If you’re struggling to get to grips on your employee data then we can help…Consider having an audit of your organisation’s HR systems and procedures which can examine what data you hold and why and provide you with an overview of your obligations and how compliant you are.
Equally commissioning a gender pay audit to enable you to address any issues before the data becomes public could be helpful.