COTTRELL MOORE LIMITED’s Post

This is a depressing report from PwC which shows that pay parity “remains out of sight for a 21-year-old woman entering the workforce today” and that it will take 45 YEARS to close the gender pay gap. 😢 The report shows that while things are moving in the right direction, they are moving very, very slowly with more men than women at the top of any organisation. Childcare, lack of visible female leaders and sexism have been cited by experts as reasons for the pay gap, with the financial services sector the worst performer. The lack of senior women in PR is the reason PR Mums exists. So if you're recruiting in the #PRindustry, please do consider getting in touch with us AND our database of amazing, experienced females. And help make sure the PR industry does not take 45 years to achieve pay parity. #prrecruitment #prfail https://lnkd.in/eZSMGyg4

We are in the seventh year of mandatory gender pay gap reporting. Progress is being made, but it's painfully slow. Recent analysis into the 2023/4 figures by PwC suggests that if the pace of change doesn't pick up, women will wait a further 45 years for the gap to close. How is that acceptable in this day and age and will Labour’s commitment to “finish the business of ending pay discrimination at work” speed that up (assuming they get into office next week)? #employment #employmentlaw #genderpaygap #genderpaygapreports #education

(Un)happy Equal Pay Day UK! It’s time to down tools ladies (of only it were that easy). Equal Pay Day is the day of the year when women stop earning relative to men due to the gender pay gap. Sadly, frustratingly, unacceptably, the date this year is two days earlier than last year when it fell on 22nd November. This means that, despite years of slow progress to close the UK's mean Gender Pay Gap, it has definitively widened for the first time since 2013. Information is taken from The Fawcett Society who have made this super short and helpful infographic. Gender pay gap for full time employees is 11.3% (can I adjust my tax bill accordingly?????). https://lnkd.in/eAjuUwmA There are many factors that contribute to the pay gap including pay discrimination, women’s unequal share of caring responsibilities, and a failure to promote women in the workplace. I believe we need both a bottom up and a top down approach in organisations paired with policy change. Bottom up - empowering women to believe their own worth and ask for the recognition they deserve which just so happens to be where my coaching programmes are focused (tap me up for more info and take things into your own hands)… We can take concerted action to shift things ‘at the top’ but we also need to take charge of our own lives through education, peer to peer support, male allyship (yay - more on that later with my good friend Tarquin Bennett-Coles 😉) and an unshakeable belief that we deserve better. Your coach, Victoria ❤️ Life.Science.Coach. www.beyond-the-noise.com Victoria.j.higgins@gmail.com Subscribe to my newsletter: https://lnkd.in/eADH8scQ   #beyondthenoise #womeninscience #coaching #beyou #positivepsychologycoaching #limitless #neverfinished #authenticambition #groupcoaching

Despite increased transparency with many states implementing pay transparency and equity laws, the overall Gender Pay Gap has actually increased. I was surprised to learn in the article linked below that nationally, the pay gap between men and women has only closed by 2% between 2002 and 2022. Is it time to require these pay gap statistics be shared/made available broadly by company in order to impact/drive true change? https://lnkd.in/gAyWE8sj

🔔EQUAL PAY DAY 🔔 20 NOVEMBER 2024 based on average pay, women effectively stop being paid compared to men and work for free for the rest of the year. Now, if you know me well, I usually use 'averages' to humor us when numbers have a data-driven way to distort reality and distract our attention. However, this year, I am not even going to dive into the details. Since last year, the gap has grown wider. Even if that happened because potentially Gender Pay Gap may have been under-estimated in previous years due to improvements in the Government’s ASHE (Annual Survey of Hours and Earnings) methodology to include the highest earners. It is time to address the uncoscious bias and the not so transparent reward process. What I would personally like to see is, for big corporations with global presence, the leadership to activate their global standards to support their women employees accross all countries equally, and not to hide behind local basic requirements. A universal policy on paid parenthood leave would be a nice start. The same principle could apply for other policies, but let's start with that! Borrowing some information from Fawcett Society to write my post today #equalpayday #leadership #womeninbusiness #feminism #humanrights

The gender pay gap is decreasing but the difference remains high for certain industries (law, finance, web design and construction) and groups – most notably among earners in senior and director roles. And among men and women aged over 40, the pay gap surges to 12% - that's versus 2.5% among those aged under 40. On average, young women still earn £4,000 less per year than a young man of the same age. So, how can employers address the disparity? 🤔 By embracing flexible working, investing in Equity, Diversity and Inclusion (EDI) ambassadors, offering enhanced parental leave, and reassessing performance assessments - traditional assessments are subjective, prone to bias and might not adequately value “soft skills” like communication, collaboration, and emotional intelligence. It really feels like this shouldn't need saying but remember, as well as it being a legal requirement, paying all employees fairly is simply the right thing to do! #GenderPayGap #PayGap #equality #FlexibleWorking #EDI #ParentalLeave #PerformanceAssessments #SoftSkills #EmployeeWellbeing #ALittleBitOfHR

The gender pay gap is still a gap. In the UK, full-time female employees earned 7.7% less than their male counterparts in April 2023. That's women earning only 92.3 pence for every £1 a full-time male employee takes home. While these numbers show there's a problem, understanding the issue goes deeper than the headline. The gender pay gap doesn't necessarily imply that men are directly paid more than women for the same work. It reflects a complex interplay of factors, including: Occupational segregation: Women tend to be concentrated in lower-paying sectors like caregiving and education. The motherhood penalty: Women may face career interruptions or choose part-time work due to childcare responsibilities, impacting their earning potential. Negotiation gap: Women may be less likely to negotiate salaries as aggressively as men. Unconscious bias: Implicit biases during recruitment and promotion processes can disadvantage women. The UK's Gender Pay Gap Report is mandatory for companies with over 250 employees and serves a vital role: Transparency: It shines a light on pay disparities within companies. Accountability: It holds businesses responsible for addressing the gap. Data-driven solutions: It provides valuable data for implementing targeted solutions to achieve pay equity. Closing the gender pay gap requires a multi-faceted approach: Policies promoting equal pay for equal work. Supporting flexible work arrangements for both men and women. Unconscious bias training for managers. Initiatives to encourage women to join higher-paying sectors. The gender pay gap is a huge issue but a lot of people still don't really understand it. This week's episode of the organisation delves deeper into this. What steps can organisations take to close the gender pay gap? Share your thoughts in the comments below! #GenderPayGap #Equality #WorkplaceInclusion #FairPay #DiversityAndInclusion

𝐆𝐞𝐧𝐝𝐞𝐫 𝐩𝐚𝐲 𝐠𝐚𝐩 𝐫𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠: 𝐇𝐨𝐰 𝐟𝐚𝐫 𝐡𝐚𝐯𝐞 𝐰𝐞 𝐜𝐨𝐦𝐞? Smaller employers completing gender pay gap reports for the first time in 2025 have a wealth of information to draw on but much work ahead - Aoife Newton and Andrew Egan share their insights https://lnkd.in/eNUJz8uh

Your gender pay gap doesn't measure: ⚠️ If you are providing equal pay for women ⚠️ If you are 'good' employer for women ⚠️ The true 'success or failures' of your pay gap actions It simply measures the average earnings difference between men and women in your organisation. WE then place meaning on that data. Sometimes we get the meaning right, and sometimes we get the meaning wrong. So how do you steer towards getting the right insights on your pay gap data? By ensuring that a key aspect of your strategy and action planning involves having a robust communication plan. This is especially important when your figures don't look great and will lead to people jumping to negative conclusions. Despite all the good work you're doing behind the scenes. #paygap

𝐆𝐞𝐧𝐝𝐞𝐫 𝐩𝐚𝐲 𝐠𝐚𝐩 𝐫𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠: 𝐇𝐨𝐰 𝐟𝐚𝐫 𝐡𝐚𝐯𝐞 𝐰𝐞 𝐜𝐨𝐦𝐞? Smaller employers completing gender pay gap reports for the first time in 2025 have a wealth of information to draw on but much work ahead - Aoife Newton and Andrew Egan share their insights https://lnkd.in/eRp4rSXK