Effective Date: 01/01/2025
1. Introduction
CMS ("we," "our," or "us") is committed to ensuring fairness, equality, and transparency in pay and career progression opportunities for all employees, regardless of gender. We recognize the importance of addressing the gender pay gap and are dedicated to creating an inclusive and equitable workplace.
2. Our Commitment
CMS is committed to:
- Identifying and addressing any gender pay disparities within our organization.
- Providing equal pay for equal work, ensuring that employees are compensated fairly based on their role, experience, and performance.
- Creating an inclusive workplace that supports career development and progression for all employees.
- Regularly monitoring and reviewing pay structures to ensure transparency and fairness.
3. Understanding the Gender Pay Gap
The gender pay gap refers to the difference in average earnings between men and women within an organization. It does not indicate unequal pay for the same work but highlights broader disparities in representation and progression across different job roles and levels.
4. Steps to Address the Gender Pay Gap
To reduce and ultimately eliminate the gender pay gap, CMS is committed to implementing the following measures:
4.1. Regular Pay Audits & Reporting
- Conducting annual gender pay gap analyses to identify disparities.
- Publishing transparent reports on gender pay gap findings and corrective actions.
- Benchmarking against industry standards to ensure fair compensation practices.
4.2. Equal Pay & Salary Structures
- Ensuring all employees receive equal pay for work of equal value.
- Reviewing salary banding and progression frameworks to eliminate unconscious bias.
- Conducting independent pay evaluations to maintain fairness in compensation.
4.3. Career Development & Progression
- Encouraging and supporting women in leadership roles by offering training, mentoring, and development opportunities.
- Ensuring that promotion decisions are based on merit, skills, and performance rather than gender.
- Promoting fair recruitment and selection practices to improve gender balance across all levels.
4.4. Flexible Working & Family-Friendly Policies
- Supporting flexible working arrangements to accommodate diverse employee needs.
- Offering enhanced parental leave and return-to-work programs to support career continuity.
- Encouraging work-life balance initiatives to help all employees thrive professionally and personally.
4.5. Diversity & Inclusion Initiatives
- Strengthening our commitment to diversity and inclusion (D&I) by embedding policies that promote equality and representation.
- Providing unconscious bias training to managers and decision-makers.
- Encouraging an open culture where employees feel comfortable discussing gender equality concerns.
5. Monitoring & Accountability
- The senior leadership team at CMS will oversee the implementation and effectiveness of this policy.
- Regular internal reviews and external benchmarking will ensure progress towards closing the gender pay gap.
- Employees are encouraged to report concerns regarding pay fairness, and all reports will be handled confidentially and appropriately.
6. Continuous Improvement
CMS recognizes that addressing the gender pay gap requires ongoing effort and commitment. We will:
- Continuously review and refine our policies and practices.
- Engage with employees and industry experts to develop best-in-class strategies.
- Foster a workplace culture that values and rewards diversity, equity, and inclusion.
7. Contact & Further Information
If you have any questions regarding this Gender Pay Gap Policy or would like to discuss any concerns, please contact:
CMS
The Hub in Headington, 125 London Road, Headington, Oxford, Oxfordshire, OX3 9HZ, England
Email: hello@cmsinfo.co.uk