The specific actions you need to take will depend on the nature and extent of the pay gaps you have identified and their causes. As you worked through step 4 identifying the causes of the pay gaps, the actions required will probably have become clear - though not necessarily easy to implement. Where possible, involve the trade unions in formulating the plan.
At a headline level your action plan should include arrangements to:
a) Provide equal pay
If your audit finds pay gaps related to gender, ethnicity, disability or working pattern, for which there is no justification, you should plan to provide equal pay for current and future employees as soon as is practicable. If the pay discrimination that you have found is direct pay discrimination against women, then you must put it right immediately. Read more information on time scales.
b) Change the pay policies and practices that contribute to unequal pay
Once your equal pay audit identifies the causes of unequal pay and shows that those causes are not justified, you should change any current pay policies and practices that have, or continue to, contribute to unequal pay.
Examples of pay policies and practices which organisations have needed to change following equal pay audits include starting salaries, performance management systems, promotion calculations, market supplements, pay protection and eligibility for bonuses and allowances.
c) Introduce an equal pay policy
Publish an equal pay policy that commits your organisation to providing equal pay, with clear accountabilities, regular monitoring and adequate resources for equal pay audits.
It should be an explicit pay policy, rather than something vague hidden away in a more general equality and diversity policy.