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EPR.  There was significant union involvement throughout the process and members of each staff grade were also involved in the working group.  The working group used consultants to help them draft the job evaluation system and set up the EPR.  The review was thorough and included data on every aspect of recruitment, pay and progression.  The review found that women were earning 81% of men's basic hourly wages, but only 71% once additional allowances were taken into account. Since action was taken, the pay gap has reduced to 13% for total pay – i.e. women are now earning 87% of men's total hourly pay.

Equal Pay Reviews in Practice, IES for EOC 2005

Meeting the duty to eliminate harassment


Having due regard to the need to eliminate harassment, including sexual harassment, is a legal requirement under the general duty.  The duty to have due regard to the need to promote equality of opportunity between men and women is also relevant here as this may help eliminate harassment.  A public authority should consider the steps it needs to take to ensure that harassment is prevented across all its activities before it occurs.  


In order to discharge this duty, it is recommended that public authorities develop and regularly review a clear policy for preventing and tackling harassment across all of its functions where relevant.  This would include, for example:

in employment, education and service delivery

in relation to those not traditionally thought of as receiving a service, such as those who are subject to state powers, for example prisoners or asylum seekers

in regulatory and enforcement functions

in management of premises.


It is recommended that public authorities actively promote the policy to ensure that everyone is aware of and understands it.  It is also recommended that public authorities provide training so that their managers and staff are equipped to deal with instances of harassment should they occur.  


Public authorities should also adopt and communicate complaints and investigations procedures for dealing both formally and informally (as appropriate) with harassment, in a supportive manner.  In the employment context, it is recommended that procedures for investigating harassment complaints should be linked to grievance and disciplinary procedures and should conform to the accepted standards for disciplinary action in the Acas Code of Practice on Disciplinary and Grievance Procedures.  


Public authorities will need to determine the effectiveness of their policy and procedures.  They can do this by monitoring the number of complaints of harassment and their outcome, and by reviewing policies and procedures periodically to ensure they are working effectively and that those who have made complaints are not victimised.  


Where complaints of harassment are upheld, there should be a consistent and proportionate relationship between the severity of the harassment and the penalty imposed on the harasser.  In the case of harassment by an employee, this may include disciplinary action and, in severe cases, dismissal.  In the case of harassment by service users, tenants, pupils etc, public authorities should ensure that they deal with

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