Examples of responses to gender differences in pay progression

Some organisations have said they will:

-  Clarify competence-based pay progression systems and ensure staff understand them

-  Ensure managers are accountable and have limited discretion

-  Ensure that pay progression is linked to performance, wherever this is formally measured.

Some organisations now report that their performance appraisal systems have been made clearer and more consistent and that staff have more confidence in the system.