Monster’s Post

Why was March 12th Women's Equal Pay Day? As of the 12th, women were paid what men were in 2023. Even as we celebrate our history and accomplishments, it’s important to recognize the ongoing disparities that exist in the workplace. The pay gap not only affects women but also disproportionately impacts marginalized groups such as AAPI women, Black women, Latinas, caregivers, disabled women, and more. In addition to equal pay, workplace flexibility is a key factor in promoting gender equality and work-life balance for women. Employers must listen to the needs of women workers and take action to address issues such as proximity bias and inequitable access to opportunities. How is your organization addressing these disparities? #EqualPay #WorkplaceEquality #FlexibilityGap

Is the system stacked against women in the workplace? Many DEI programs focus on women developing leadership skills, but the reality is, they might not need "fixing". They need a fair system. Here's why: https://lnkd.in/gMiCrVcx What are your thoughts on this approach to workplace equality?  #workplaceequality #diversityandinclusion #womensrights

I do believe this is my first post on this topic! It’s not like me to be so backwards in coming forwards but I was slightly concerned I might be saturating media/social media with my round of interviews for the Chair appointment. So, here goes: Why am I involved in this incredible movement supporting reporting on the gender pay gap? Personal experience first and foremost. Then a desire to change this for the NextGen of female leaders to include my daughter (who has incidentally attended all round tables with her friend). Whilst we rallied around Louise Doublet proposition regarding legislating for voluntary GPG reporting, we quickly realised that this was actually a matter for industry first and foremost. The stats prove this is still an issue. “The gender pay gap in the UK is only narrowing slowly. In fact, at some organisations, such as British Airways, the gap is even widening with 2 in 5 UK companies reporting an increase in their gender pay gap in 2022. According to the Fawcett Society, at the current rate of change the UK gender pay gap will not close until 2051.” (See Institute of Directors (IoD) article in comments). Listed companies must report their gender pay gap in order to promote transparency and accountability in the workplace. By publicly disclosing the difference in average pay between male and female employees, companies can identify and address any potential gender inequalities in their workforce. Reporting the gender pay gap allows companies to measure their progress in achieving gender equality and diversity. It also helps to raise awareness about the issue and encourages companies to take action to close the gap. This can include implementing policies and practices that promote equal pay for equal work, addressing barriers to female advancement, and fostering an inclusive and diverse work environment. Furthermore, public reporting of the gender pay gap can provide valuable information to investors, employees, and the public. It allows stakeholders to make informed decisions about which companies they support and invest in, based on their commitment to gender equality and fair employment practices. ESG is a matter for all businesses and we see GPG reporting being a tool to enable economic growth, ensuring our brightest female leaders are attracted in and retained by our most progressive businesses. GPG reporting is an enabler for change to ensure we foster a more inclusive environment. Kate Wright Lesley Mourant PCC and I never imagined the support we would receive when we started this community. We are grateful to businesses willing to share their experience regarding the challenges and the benefits of this journey. Carla Benest (she/her) James Wetherall and Selina Zenonos (she/her/hers) 🇯🇪🇵🇹 spoke eloquently about their experiences and Jersey Electricity is going one step further by facilitating a workshop for businesses to understand the process. Together we can achieve more! #bebrave #bethechange #mindthegap

I'm having some interesting conversations with clients at the moment looking to move the dial on #genderpay & really understand how they can shift headline numbers that are often underpinned by the challenge of gender distribution. We've identified a number of things to explore in more detail including the impact of promotion eg How long are people staying in roles before being promoted by gender?  What proportion of men vs women had internal promotion compared to external hires? If this is something you are interested in exploring get in touch to see how we can help Innecto Reward Consulting

Closing the Gap: "Gender Diversity & Pay Parity" A recent article dives into a crucial issue: achieving both gender diversity and pay parity within the IT sector. In a field known for innovation, shouldn't our approach to talent be equally groundbreaking? Here's why it matters: Fairness and Equity: Everyone deserves equal opportunities and compensation regardless of gender. Unleashing Potential: A diverse workforce unlocks a wider range of skills and perspectives, leading to a more successful company. Setting an Industry Standard: IT can be a leader in progressive workplace practices. So, how can we make a difference? Here are some actionable steps for IT companies: Regular Salary Reviews: Conduct unbiased evaluations to ensure equal pay for equal work. Transparent Promotion Criteria: Establish clear benchmarks for career advancement, fostering trust and fairness. Investing in Training & Development: Provide equal access to programs that empower women for leadership roles. Building a truly diverse and equitable IT industry requires commitment from all of us. Let's champion this change together! . . . #genderdiversity #genderpayparity #ITindustry #womenintech #workplaceequality #ITJob #Recrutiment #Staffing

On the last working day of Gender Equality Month this felt appropriate... Closing the gender pay gap is a critical issue that demands attention and action. Here's how we can make strides towards pay equity: 🔍 Transparency is Key Companies must be transparent about their pay practices. By openly sharing salary ranges and criteria for pay increases, we create an environment where disparities can't hide in the shadows. 🤝 Negotiation Workshops Empowering women with negotiation skills through workshops can level the playing field. It's about equipping them with the confidence and tactics to advocate for fair compensation. 📊 Regular Pay Audits Organisations should conduct regular pay audits to uncover any unjust discrepancies. This proactive approach ensures ongoing commitment to fair pay practices. 👩💼 Leadership Representation We need more women in leadership roles. Diverse leadership not only brings varied perspectives but also demonstrates a pathway for career progression to all employees. 📈 Support for Career Progression Mentorship and sponsorship programs can help women advance in their careers. By actively supporting their growth, we ensure that women have equal opportunities to reach higher-paying positions. 👶 Family-Friendly Policies Implementing policies that support work-life balance, such as flexible working hours and parental leave, can prevent career interruptions that often impact women's earnings. #GenderPayGap #EqualPay #DiversityAndInclusion The journey to closing the gender pay gap isn't a quick fix, but with consistent effort and strategic actions, we can move towards a more equitable workplace for everyone.

Key insights in this article regarding what's really needed in order to achieve #workplaceparity. And it ISN'T because women don't negotiate or advocate for themselves! Essential points discussed in this SUCCESS Magazine report include: ➤ Gender pay gap misconceptions ➤ The call for systemic change in the workplace - including setting progression metrics, redefining promotions and training ➤ Redefining a culture of self-advocacy Read more here: https://loom.ly/br9e_Mk Have your leadership make real impact, creating a workplace culture that values and respects #equality and #diversity. Let's talk: 👥 bit.ly/FLFreeConsultation #genderpaygap #equityinleadership #flamingleadership #genderparity

Have you ever wondered why some organisations struggle with last-minute submissions for gender pay gap reporting? Our latest blog by Justine W., talks about common pitfalls and offers top Dos and Don'ts for successful reporting, both this year and beyond. Learn how to: ✔️ Dig into your results for a deep analysis ✔️ Collaborate with internal communications/marketing teams ✔️ Present results relative to last year, even if challenging ✔️ Frame things within a long-term context ✔️ Highlight successes in workplace equality initiatives Head to our blog: https://lnkd.in/eebQk-QV #GenderPayGap #WorkplaceEquality #HRInsights

Data from the Workplace Gender Equality Agency shows only 7% of managers and 3% of CEOs are working part-time. With more than 80% of those part-time workers being women, it’s time we reconsider more flexible options for women leaders, including job-sharing.

Key insights in this article regarding what's really needed in order to achieve #workplaceparity. And it ISN'T because women don't negotiate or advocate for themselves! Essential points discussed in this SUCCESS Magazine report include: ➤ Gender pay gap misconceptions ➤ The call for systemic change in the workplace - including setting progression metrics, redefining promotions and training ➤ Redefining a culture of self-advocacy Read more here: https://loom.ly/br9e_Mk Have your leadership make real impact, creating a workplace culture that values and respects #equality and #diversity. Let's talk: 👥 bit.ly/FLFreeConsultation #genderpaygap #equityinleadership #flamingleadership #genderparity