22. What boards really want after pay gap reporting
About this episode
Michelle Gyimah discusses the importance of follow-up actions after pay gap reporting and what boards expect to see.
Today I explain why publishing a pay gap report is only the beginning — not the end — of the work. I talk you through exactly what your board will want to see next: a clear narrative, a focused and costed action plan and visible leadership accountability. Tune in to discover practical ways to present your data in a way that drives real change. In this episode, I discuss: Why pay gap reporting is just the starting point , and what boards really want to know. How to move beyond the data with a focused and costed action plan that addresses root causes. The importance of visible leadership ownership , making sure this isn't seen as just HR's responsibility. Best quote " Boards don't just want data; they want direction. They want to know what you're going to do about the pay gap you're presenting." ------------------------------ Need 1:1 support? Book a free call Sign up to get weekly pay gap updates: Newsletter
More episodes of Pay Gap Strategies for HR Leaders
- 24. Pay transparency is already here — You're just not controlling it
- 23. How ESG S scores and pay gap data influence investor decisions
- 21. How national gas increased female leadership by 7% — and what's next (Special Guest Sarah Stanton)
- 20. Gender pay gap reduction case study: 14.9% improvement in three years
- 19. What employers get wrong about pay gap success
- 18. Common pay gap mistakes: using metrics that don't close the gap
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