Gender pay gap reporting for a 6,000-employee retail group
Spotlight Retail Group (Retail HR)
Context
As Human Resource Reporting Analyst I owned monthly, board-level and annual workforce reporting for 6,000 employees, including WGEA gender pay gap reports.
Business question
Can leadership see where gender pay gaps sit across a 6,000-employee workforce, and are the numbers reliable enough to submit to WGEA?
Data
HRIS and payroll data across full-time, part-time, casual and contractor categories, reconciled across systems before each submission.
Approach
- Reconciled HRIS and payroll data and standardized job classifications.
- Ran validation checks before sign-off on each WGEA submission.
- Built the gender pay gap reports in Excel and Power BI.
- Turned complex data into clear insights that 10+ non-technical leaders could act on.
Key insight
Recommendation
Reconcile the two systems and standardize job classifications first, then validate before sign-off, so each WGEA submission rests on data that holds up.
Impact
-
80%
faster than the required timeline for WGEA gender pay gap reports
Measured impact
-
Senior leadership
recognition for the reports
Observed outcome
Tools
- Power BI
- Advanced Excel
Visuals rebuilt on synthetic data to protect confidential information. The structure and approach mirror the original work; the numbers do not.