Checklist for carrying out an Equal Pay Review in accordance with the JNCHES guidance

	To be completed by	
	Date	Name	
Group set up to oversee the review. This group must include representatives of the recognised trade unions who should be equal partners. The function of this group is to agree the scope of the review, agree on the data collected, receive the analysis, be involved in the diagnosis and, most importantly, draw up an action plan to address any pay gaps identified.

Check that institution has an up-to-date equal pay policy and compare this with the policy at Appendix B of the JNCHES guidance. Make any recommendations for changes (to be reviewed at the end of the equal pay review).
			
Agree the scope of the review 
This must include part-time and hourly paid staff and senior staff. 
Data gathered should cover gender, race, disability, age, religion or belief, sexual orientation, contract type (full /part time and permanent or fixed-term). 
Where such data is currently unavailable, decide how this will be addressed.
Check the primary data that will be needed with the list at Appendix F of the JNCHES guidance.

			
Receive derived data
The data should include:
•	Staff numbers in each grade, staff group, and across all employees
•	Average pay (base pay and total pay) for each equality strand and contract type:
o	Within each grade
o	Across all grades
o	Across different staff groups (for example the average pay of male and female academic staff)
•	Position on incremental scale by grade and job category
•	Any market supplements paid
•	Any contribution pay awarded
•	Any other benefits awarded
•	Number of red-circled staff
•	Number of green circled staff
For a full list see Appendix F of the JNCHES guidance
			
Carry out a benefits comparison for each equality strand and contract type
			
Identify any significant pay gaps within grades, across staff groups or across the institution
			
Identify if there are any patterns of differences
			
Where a significant pay gap exists or where there are patterns of differences in pay establish the causes of the gaps / trends
Appendix A of the JNCHES guidance sets out possible causes of such gaps / trends.

			
Consider each of the differences in benefits, any pay gaps and any trends in pay in turn and the reason for them and decide whether the gap / difference can be justified
If the group believes that they can be justified this should be recorded with a full explanation.
			
Complete the checklists at Appendices C, D and E of the JNCHES guidance
			
Introduce or amend equal pay policy if necessary
			
Set out steps required to remove causes of unjustified pay gaps, trends or difference in treatment
Appendix A of the JNCHES guidance gives examples of possible remedial action.
			
Detail any changes needed to processes, rules or practices that give rise to unequal pay
Appendix A of the JNCHES guidance gives examples of possible remedial action.
			
Agree an action plan for implementation.
This should identify who is responsible for each action, the timetable, how employee representatives and TUs will be involved in implementation and how the implementation plan will be monitored.
			
Agree timetable for regular meetings to monitor implementation.
			
Agree a date (month / year) for the next audit.