Collective Action for Just Finance’s Post

This International Equal Pay Day, we’re highlighting NESsT's progress to break down barriers to equal pay for work of equal value and build fair, equitable workplaces. ✊🏽✊🏾✊🏿✊🏼 Read more --> 👉🏻 Since adopting a gender lens investing framework in 2018, NESsT has prioritized implementing #genderequity and #inclusion practices first and foremost within its team; in 2023, 60% of the NESsT team were women and the team achieved an average gender wage equity ratio of 104%. 👉🏼 To achieve this, we launched internal trainings that address gender biases within the organization, specifically in recruitment practices and access to opportunities. These learnings were then consolidated into gender classes for our portfolio enterprises. 👉🏿 Beyond these efforts, NESsT has begun to develop gender equity action plans with our portfolio enterprises – more than half of which were owned or led by women in 2023. The NESsT team works with entrepreneurs to develop targeted gender and inclusion policies that ensure equality in income, access to professional growth opportunities, and benefits, and appoint     ✨Today, we’re proud to share that NESsT is not only intentionally investing in companies with gender commitments, but also integrating gender considerations as a cross-cutting lens into our investment strategies and discussions about climate, poverty, racial equity, and diversity. 💡 You can learn more about NESsT's recent gender lens work in our 2023 Annual Report here: nesst.org/about-nesst #InternationalEqualPayDay #genderequity #genderpaygap Photo - #womenofNESsT: Kirsten Dueck Nicole Etchart Justyna Markowicz (she/her) Xenia Gutierrez Ana Carbajal Azcárate Flor Gutierrez Caceres Joanna Lewicka Ana Belen Jalixto Romero Dana Kuffa Nadia Belkessam-Felska Renata Truzzi Margarita Martinez Baldión Margarita Briceño Malaga Aneta Sokolowska Andrea Molestina M. Anamaria Pelegrini Berenice Brizuela Tiana Vilar Lins Marissa Renaud María Pía Quiroz V. Ioana Samoil Diana Alejandra Ramirez Loaiza Nayana Cambraia Rachael Pennington

Despite progress, the gender pay gap remains a significant issue. 🔍 https://lnkd.in/dq6AWyDM Our latest insights highlight that while more companies are measuring gender pay equity, the gap continues to persist — and even widens as women advance in age and education. Shockingly, women with Master’s or MBA degrees experience the widest pay gap compared to their male counterparts. At Amoria Bond, we are deeply invested in Diversity & Inclusion and believe that awareness is just the first step to creating meaningful change. In honor of Global Diversity Awareness Month, we’re proud to reinforce our ongoing commitment to fostering an inclusive workplace and driving progress in D&I. Check out the below PDF or discover more on our Diversity & Inclusion page via the above link. 📊 #GenderPayGap #DiversityAndInclusion #GlobalDiversityMonth #WorkplaceEquity #AmoriaBond #ProgressTogether

International Women’s Day is a time to celebrate the achievements and contributions of women in all aspects of society. However, it is also a time to reflect on the challenges that women continue to face, particularly when it comes to gender pay inequality.   The recent release of company gender pay gap figures by the Workforce Gender Equality Agency has shed light on the persistent issue of pay inequality. While it is heartening to see that some female-dominated industries have lower pay gaps, it is also concerning to note that these sectors are among the lowest-paid.   One key factor contributing to the gender pay gap is occupational gender segregation, where women are underrepresented in traditionally male-dominated industries and leadership positions. This not only affects women’s earning potential but also perpetuates stereotypes and biases that limit their career advancement.   Achieving gender balance and removing barriers to participation are crucial steps in addressing the gender pay gap. In addition to promoting diversity and inclusion, closing the pay gap will have broader benefits for the economy, as evidenced by the construction sector.   At a recent National Economic and Policy Outlook event, discussions on productivity and innovation highlighted the importance of businesses taking proactive steps to improve efficiency and competitiveness. Addressing gender pay inequality is not just a social issue but also an economic imperative.   As we look ahead to the future let us continue to advocate for gender equality and equal opportunities for all. Together, we can create a more inclusive and equitable society where women can thrive and succeed in all aspects of their lives. #internationalwomensday #IWD2024 #eliteexecutive

Today, on International Equal Pay Day, we celebrate the remarkable achievements of women across the globe and reaffirm our unwavering commitment to gender equality and equal pay for women. At 260 Brands, we fully recognize the invaluable contributions of women in our industry and within our organisation. This year's theme, "Need to Eliminate Wage Discrimination," deeply resonates with our core values of Diversity, Equity, and Inclusivity. We understand that real cultural changes are required to dismantle the barriers that prevent women from participating equally in the workforce. By addressing and eliminating the gender pay gap, we ensure a future where everyone has the opportunity to thrive. At 260 Brands, we believe that empowering women economically is not only a moral imperative but also a driving force for sustainable development. By investing in women, we fuel progress, drive innovation, and create more inclusive, equitable societies. Key actions at 260 Brands include the following:  ● Creating an inclusive and supportive environment where women can thrive ● Ensuring equal opportunities for career growth and leadership advancement ● Increasing economic inclusion for women and girls in alignment with UN priorities. We are dedicated to fostering a work environment where diversity is celebrated, equity is practised, and inclusivity is a priority. At 260 Brands, we will continue to champion gender equality and work towards a future where every woman is valued, empowered, and paid fairly. Let’s continue to drive change and build a future where equal pay and equal opportunities are a reality for all women. #GenderEquality #DiversityEquityInclusion #260Brands #SustainableDevelopment #Empowerment #EqualOpportunities #WorkplaceInclusion #InternationalEqualPayDay

As we celebrate Women's History Month, it's crucial to reflect on the strides we've made towards gender equality while acknowledging the work that still lies ahead. One critical area that demands our attention is pay equity. Despite progress, the gender pay gap persists, with women, particularly women of color, earning significantly less than their male counterparts for the same work. This disparity not only impacts individual livelihoods but also perpetuates systemic inequalities that hinder economic growth and social progress. The importance of pay equity in fostering a fair and inclusive workplace. We believe that every individual deserves to be compensated fairly for their contributions, regardless of gender. Here's how your organization can take action: 🔶 Transparency: Ensure that pay decisions are based on merit, experience, and performance rather than gender or any other discriminatory factor. 🔷 Education: Raise awareness about the gender pay gap and its impact on women's economic security. By educating employees and stakeholders, you can foster a culture of understanding and accountability. 🔶 Advocacy: Advocate for legislative and policy changes that promote pay equity at local, national, and global levels. Support initiatives aimed at closing the gender pay gap and create a more equitable society for all. 🔷 Empowerment: Empower women in our workforce to negotiate for fair and equal compensation. Through training and development programs, you can help equip women with the tools and resources they need to advocate for themselves in the workplace. 🔶 Partnerships: Collaborate with organizations and community partners that share our commitment to pay equity. By joining forces, you can amplify our impact and drive meaningful change on a broader scale. This Women's History Month, let's recommit ourselves to the pursuit of gender equality, starting with pay equity. Together, we can create a future where every woman receives the recognition, respect, and compensation she deserves. #KindallEvolve #WomensHistoryMonth #PayEquity

Happy International Women's Day 2024! ♀️👩 This year's theme is #InspireInclusion and as a company we've been working hard to reduce our gender pay gap and fairly reward all our amazing female employees. 💚 International Women's Day 2024 offers us an opportunity to celebrate women's achievements and raise awareness about gender discrimination. Coyle Personnel believe in a world that's diverse, equitable and inclusive, so it's our mission to help #InspireInclusion. 🤲🙌 As a company, we are proud to have many female employees in senior management positions, with one on our Board of Directors, and another as an Associate Director. We are, however, constantly looking at ways of increasing this number whether it be through harnessing Apprenticeship Levy, reviewing our flexible working policies or, advocating dedicated female leadership programmes. 👩💼📈 We hope that you can join us on this impactful day to take collective action and ownership for driving gender parity. After all, in the words of Gloria Steinman: "The story of women's struggle for equality belongs to no single feminist, nor to any one organisation, but to the collective efforts of all who care about human rights." 💬🙏 #InternationalWomensDay #IWD2024 #InspireInclusion #CoylePersonnel #GenderEquality #Equality #Diversity #WomenInBusiness

Today is International Women’s Day! From apprentices to directors, women are a key part of Marley’s workforce. We are committed to creating a culture of fairness; therefore, the gender pay gap is something we strive to eliminate. We are getting closer and closer to that goal; in 2022 our median figure was 4.1%, and the results for 2023, which we have just obtained, sit at a low 1.4% - to put that into perspective, the national figure is 10.7%*. One percentage at a time, we aim to build a better workplace for all. To #InspireInclusion is more than showing the numbers, it’s also promoting the people that break down barriers. One such person is Maureen Cockroft (see the picture below), one of the women who started her journey in the trades all the way back in the 70s, who with each passing decade, helped chip away at the norms that held people back. Being at the forefront of the roofing industry we aim to raise the standards – from performance to gender equality. *source: Gov UK - gender pay gap report 2022/2023, hourly median pay gap #IWD2024 #InternationalWomensDay

🍂🌷☘️The Gender Pay Gap: In-depth analysis, insights and targeted actions. face-to-face half day workshop is on Tuesday 11 June in Sydney. 🪙Book here: www.trybooking.com/CRPXA 👩🏫Pay equity analysis is probably one of the most difficult skills for DEI practitioners and HR professionals. Once you have submitted your compliance report on 31 May, join our workshop to understand how the calculations are performed, including intersectional analysis, and how the gap can be reduced. Glean insights from your recent analysis and map out a plan to address these via targeted actions.  🏫Join three of Australia’s leading gender equality minds Vanessa Paterson, Julie Burton and Roman Ružbacký will share their insights, ‘top tips’ and ‘how to’s’ for reducing the gender pay gap. We have done thousands of hours of gender equity work with organisations and have accumulated skills to help you understand your gap and improve your diversity data literacy and development of gender equity actions. 🌍Gender pay gaps is more than figures - understanding the human experience behind the data is important. Pay equity is connected to everything - representation, recruitment, promotion, career development and progression, secondments, higher duties and progression, exit, career breaks, parental leave, caring, flexibility and superannuation. 🏞️We are proud to partner with the Institute of Managers and Leaders Australia and New Zealand. Please message me if you would like to know more or if you are interested in a tertiary student rate. 📢Register now! Date: Tuesday 11 June 2024 Time: 9.30am - 2.00pm Course length: 4hrs Format: In Person Venue: Institute of Managers and Leaders Australia and New Zealand, CBD  🌱Activity based learning environment with live calculations and examples 🧮Strategies, models and frameworks to use in your practice #Diversity #Equity #Inclusion #Belonging #GenderPayGaps #GenderEquity #Gender #IntersectionalAnalysis #DiversityData #DiversityDataLiteracy #GenderEquality 🌺Thanks again Adrian Price for your amazing support including creative design. Ashleigh Rennison MIML Kate Wilson M Ed ACC MAHRI Veema Mooniapah Tamara Seif Jane Lewis

Closing the Gender Pay Gap in Tech: It’s Time for Change!📊💪🏻 Did you know that women in the tech industry still earn significantly less than their male colleagues? The gender pay gap is a persistent issue, but we can make a difference by advocating for equal pay, promoting women in leadership roles, and fostering inclusive workplace cultures. Let’s work together to close the gap and create a more equitable future for all🫶🏼 To read the full article, subscribe to our blog: https://lnkd.in/e6bgCqfc What steps do you think are most crucial in closing the gender pay gap? #GenderPayGap #EqualPay #GenderEquality #TechDiversity #WomenInTech #DiversityInTech #TechIndustry #WomenInSTEM #EmpowerWomen #Inclusion

In the wake of emerging tech trends, we can't ignore a stark reality - the persistent gender pay gap in the Australian technology sector. According to the Workplace Gender Equality Agency, women in technology roles earn, on average, 20% less than their male counterparts. This gap isn't just about numbers; it has far-reaching implications for talent acquisition, retention, and workforce morale. We must question, in an industry driving innovation and progress, why does such a discrepancy persist? Is it a lack of awareness, inherent biases, or a systemic failure? It's time we leverage technology, not just to transform businesses, but to transform societal norms and bridge this gender pay gap. Drawing attention to the issue is the first step, but let's not stop there. Let's foster an environment that promotes equal pay, regardless of gender. Let's harness the power of technology to drive diversity and inclusivity in our workplaces. After all, equality isn't just a women's issue, it's a business issue. How does your organisation address the gender pay gap? Share your insights and strategies. Together, we can make a difference. #HumansFirst #ThriveAtWork