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Section head
Case study: Equal Pay - Northbrook Technology Of Northern Ireland Ltd
Northbrook Technology has conducted three independent gender pay audits since 2002. The audit covers gender, employee job grade and performance levels attained in each of the grades. The average salary figure as well as the range is calculated for both males and females in each job grade and they are compared to see if there are any differences in pay.
There have been no gaps in pay awards between males and females in the company and this is attributed to fixed pay awards which are issued to all staff in the company. Pay awards are linked directly to performance management results, which are issued in December each year. There are five different performance grades and each grade correlates directly with a payment award for level of performance The financial awards are fixed increases not percentage increases based on employees current salaries. This eliminates any incremental drift in salaries for employees who have higher salaries before the performance increases are applied.
In each of the annual pay audits the gender pay differential has been zero. Perceptions of gender pay equity in the employee survey are highly favourable.
In 2004 Northern Technology hosted a Gender Pay Presentation in partnership with the Equality Commission of Northern Ireland and Business in the Community. The company has also assisted research on gender and pay in the IT sector in Northern Ireland and attended a European Conference on the subject.
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