Expert Connections’ Post

Men and women express different views about gender-related gaps in pay and promotions, which appear to vary from reality in the workplace, according to a March 18 report from HiBob. #humanresources #hr #genderpaygap #payequity

A big milestone in the quest for gender pay equity has arrived in Australia. 🎉🎉🎉. How does your employer rank? One of the many things I love about being a TA Leader is the genuine opportunity I have to make a difference in this space. Companies, don’t just pay what candidate asks for, take a data driven approach by reviewing past performance, potential, salary range, interview performance, peer parity & market data! We all know how you generally need 12 months service for a pay review & lets face it those increases do not change the world; so get it right on the onset! Retention & employee engagement will improve…I promise! #wgea #genderpaygap #genderpayparity #paytransparency #payequity https://lnkd.in/gQKD6JKw

I recently contributed to an insightful article on the gender pay gap published on the XCD Limited website. A few key points stood out that I believe are crucial for us all, especially in HR and leadership roles, to consider. It's 2023(nearly 2024), yet we still see the systemic undervaluation of women's work, deeply influenced by stereotypes and biases. This is not just an issue of fairness; it's a stark reflection of our organisational cultures. Women, especially those returning from maternity leave, often find it challenging to regain their previous career momentum, battling systemic biases and inadequate support. As HR professionals, we have a pivotal role in advocating for pay transparency. It's crucial that employees are aware of compensation structures and salary ranges. This transparency is not just about fairness; it fosters accountability and assists in identifying and rectifying pay disparities. The gender pay gap isn't a simple problem; it's interwoven with deep-rooted systematic disparities that affect women in the workplace and society as a whole. To narrow this gap, HR departments must actively dispel misconceptions and address systemic biases. Utilising data and analytics, alongside dedicated Diversity, Equity, and Inclusion (DEI) initiatives, can pave the way for more equitable outcomes. Read the full article here - https://lnkd.in/dgEVXWNB 📸 - Don Jamal

When it comes to pay gaps and pay transparency there are 4 main questions that are asked: - Why do we have this pay gap? - How did we get here? - What actions led to this situation? - How do we plan to rectify it? Having answers to these questions will help you to navigate pay gap conversations better. Thank you Elliott Scott HR for sharing my guest blog. #genderpaygap #paytransparency

Clearly, the answer to how to close the gender pay gap is not simple. It requires a holistic approach that includes implementing fair pay policies, promoting pay transparency, monitoring decisions and more. Still, by addressing these issues collectively, organizations can strive towards achieving equal opportunities, economic empowerment for all genders, and business success. #HR #EqualPay #PayEquity #Brightmine

It's time to address an important issue: the gender pay gap. Currently, full-time female employees earn just 84 cents for every dollar their male counterparts receive, with an even wider disparity for women of color. At this rate, we won't see equality until 2088a change too slow for most of the current workforce. One potential solution is pay transparency, where companies openly share compensation details. While this could help bridge the gap, it also comes with its own set of challenges for both employees and employers. Interested in learning more? Read the full article here: #employeeretention #performancemanagement

Uncover the factors behind the gender pay gap in HR. Learn strategies for career advancement and equal pay in this eye-opening article! 💼💡 https://lnkd.in/gNSaHpTf #CareerEquality #HRInsights

Full-time working women earned 83% of what men earned in 2023, marking the first statistically significant annual decline since 2003, down from 84% in 2022. What are your thoughts about the gap difference? What is your company doing about it? Check out the full story here: https://lnkd.in/e9aM5sUE

The gender pay gap remains a significant issue across industries, and a recent report highlights that smaller companies are falling behind in addressing this problem. According to the research, companies with 250 to 499 employees were the least likely to comply, with 29% admitting to skipping GPG reporting. It's clear that more needs to be done to address the gender pay gap, and businesses of all sizes need to step up to ensure they are creating fair and inclusive workplaces. Read more about this issue in the latest article from HRD Connect: #genderpaygap #diversityandinclusion #hrleaders #wearethechange #genderequality

🔍 Preparing for Future Success with Gender Pay-Gap Reporting Gender pay-gap reporting is more than a compliance requirement; it's a proactive measure that sets your company up for future success. By identifying and addressing pay disparities now, you can: 🔸 Improve employee morale and retention 🔸 Attract a diverse talent pool 🔸 Strengthen your company's reputation At Paycheck Plus, we provide the tools and insights you need to create a fair and equitable workplace. Start building a stronger future today 🏗️ Learn more about our services: https://hubs.ly/Q02yw2pn0 #FutureSuccess #GenderEquality #HR #Finance #WorkplaceEquity