Justine W.’s Post

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

The Gender Pay Gap reporting deadline is looming – are you prepared? As the deadline for submitting gender pay gap reports rapidly approaches, companies across the UK with over 250 employees must once again turn their attention to this important aspect of workplace equality. With the clock ticking, the question on everyone's lips is: Have you submitted your report yet? In an era where transparency and equality are not just valued but expected, the significance of these reports cannot be overstated. They serve as a vital tool in identifying pay disparities within organisations, prompting necessary conversations and actions towards achieving gender parity in the workplace. And according to a recent BITC report, 92% of respondents would consider the Gender Pay Gap stats of a company when applying for jobs and deciding between two competitors. However, merely meeting this legal requirement is just the starting point. The real question is, how does your organisation stand in comparison to your competitors? Are you leading the charge towards a more equitable workplace, or is there room for improvement? This is where our unique offering, the Equity Index Competitor Report, comes into play. Designed to not only assist your company in navigating the complexities of gender pay gap reporting but also to provide a top line analysis of where you stand in relation to your peers. This insight is invaluable for companies dedicated to not just meeting but exceeding standards in workplace equity and can help inform your Action Plan and future DE&I strategy. By opting for our Equity Index Competitor Report, you gain access to a deeper understanding of your position in the industry landscape. Are you ready to take the next step towards workplace equity? Click here to find out more - https://lnkd.in/exg_8TXJ #GenderPayGap #WorkplaceEquity #HR #Compliance #DeadlineAlert #EquityIndex

💼 Why is it important for businesses to produce a Gender Pay Gap Report? At Alliance (CS) Limited, we may handle outsourced payroll, but we understand how crucial it is for businesses to address the gender pay gap. Even though we don’t control how much our contractors are paid, we believe transparency and fairness in pay should be at the heart of every organisation. Here’s why businesses should take the initiative to report on their gender pay gap: 🔍 Transparency & Accountability – Reporting pay data shows a commitment to fairness, helping build trust with employees, clients, and stakeholders. 🎯 Attracts & Retains Talent – Equal pay practices make companies more attractive to top talent and help retain employees by fostering a sense of fairness. 📊 Identifies Pay Inequalities – A Gender Pay Gap Report helps businesses identify where pay disparities exist and take steps to address them. 🏆 Enhances Corporate Reputation – Companies that prioritize gender equality are viewed more positively, which enhances their reputation and appeal. 🌱 Promotes Diversity & Inclusion – It’s a step toward creating more diverse and inclusive workplaces, which leads to stronger collaboration and innovation. #GenderPayGap #EqualityInBusiness #DiversityAndInclusion #FairPay #PayrollServices #PayTransparency

❓ ❓ 𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝘀 ❓ ❓ 𝙂𝙚𝙣𝙙𝙚𝙧 𝙋𝙖𝙮 𝙂𝙖𝙥: 𝙋𝙧𝙤𝙜𝙧𝙚𝙨𝙨 𝙤𝙧 𝙎𝙩𝙖𝙜𝙣𝙖𝙩𝙞𝙤𝙣? Thank you to everyone who participated in our recent poll on whether enough is being done to close the gender pay gap. With 136 votes, the results are telling: • 3% believe significant progress has been made. • 38% feel some progress has been made, but it's not enough. • 48% think the gap is still too wide. • 12% say it depends on the industry. These results highlight a clear consensus: while there has been some movement in the right direction, there is still much work to be done. The fact that nearly half of respondents feel the gap is still too wide suggests that existing measures may not be sufficient or consistent across all sectors. 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻? The results suggest that many professionals believe the gender pay gap remains a significant issue, with progress either stalling or being unevenly distributed across industries. This perception can impact employee morale, retention, and the overall reputation of organisations. 𝗪𝗵𝗮𝘁 𝗰𝗮𝗻 𝗯𝗲 𝗱𝗼𝗻𝗲 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱? Transparent Pay Practices: 𝘖𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯𝘴 𝘴𝘩𝘰𝘶𝘭𝘥 𝘢𝘥𝘰𝘱𝘵 𝘵𝘳𝘢𝘯𝘴𝘱𝘢𝘳𝘦𝘯𝘵 𝘱𝘢𝘺 𝘴𝘵𝘳𝘶𝘤𝘵𝘶𝘳𝘦𝘴 𝘵𝘰 𝘦𝘯𝘴𝘶𝘳𝘦 𝘧𝘢𝘪𝘳𝘯𝘦𝘴𝘴 𝘢𝘯𝘥 𝘢𝘤𝘤𝘰𝘶𝘯𝘵𝘢𝘣𝘪𝘭𝘪𝘵𝘺. Regular Audits: 𝘊𝘰𝘯𝘥𝘶𝘤𝘵𝘪𝘯𝘨 𝘳𝘦𝘨𝘶𝘭𝘢𝘳 𝘱𝘢𝘺 𝘢𝘶𝘥𝘪𝘵𝘴 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘪𝘥𝘦𝘯𝘵𝘪𝘧𝘺 𝘥𝘪𝘴𝘱𝘢𝘳𝘪𝘵𝘪𝘦𝘴 𝘢𝘯𝘥 𝘢𝘭𝘭𝘰𝘸 𝘧𝘰𝘳 𝘵𝘪𝘮𝘦𝘭𝘺 𝘪𝘯𝘵𝘦𝘳𝘷𝘦𝘯𝘵𝘪𝘰𝘯𝘴. Industry-Specific Solutions: 𝘚𝘪𝘯𝘤𝘦 𝘵𝘩𝘦 𝘪𝘮𝘱𝘢𝘤𝘵 𝘮𝘢𝘺 𝘷𝘢𝘳𝘺 𝘣𝘺 𝘪𝘯𝘥𝘶𝘴𝘵𝘳𝘺, 𝘵𝘢𝘪𝘭𝘰𝘳𝘦𝘥 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘢𝘳𝘦 𝘦𝘴𝘴𝘦𝘯𝘵𝘪𝘢𝘭. 𝘚𝘰𝘮𝘦 𝘴𝘦𝘤𝘵𝘰𝘳𝘴 𝘮𝘢𝘺 𝘯𝘦𝘦𝘥 𝘮𝘰𝘳𝘦 𝘵𝘢𝘳𝘨𝘦𝘵𝘦𝘥 𝘦𝘧𝘧𝘰𝘳𝘵𝘴 𝘵𝘰 𝘤𝘭𝘰𝘴𝘦 𝘵𝘩𝘦 𝘨𝘢𝘱. Promote and Support Women: 𝘔𝘦𝘯𝘵𝘰𝘳𝘴𝘩𝘪𝘱, 𝘴𝘱𝘰𝘯𝘴𝘰𝘳𝘴𝘩𝘪𝘱, 𝘢𝘯𝘥 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 𝘱𝘳𝘰𝘨𝘳𝘢𝘮𝘴 𝘧𝘰𝘤𝘶𝘴𝘦𝘥 𝘰𝘯 𝘸𝘰𝘮𝘦𝘯 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘣𝘳𝘪𝘥𝘨𝘦 𝘵𝘩𝘦 𝘨𝘢𝘱. The conversation around gender pay equality must continue, and it’s clear that more concerted efforts are needed to achieve true parity. I encourage everyone to keep advocating for change, whether through policy, practice, or dialogue. Let’s keep pushing for a workplace where everyone is valued equally, regardless of gender. #GenderPayGap #Equality #DiversityAndInclusion #WorkplaceEquity #Leadership #WomenInBusiness

International Equal Pay Day occurs on September 18th each year, with the goal of highlighting pay discrepancies between men and women. Around the world, women generally earn around 20% less than men. Gender pay gaps can also occur within organizations, even when your organization has a commitment to equality. In this article, Amy Dozier, PHR, SHRM-CP shares 7 ways to tackle to gender pay gap in your company. #genderpaygap #payequity #compensationconsulting #payequityreview

𝗪𝗼𝗺𝗲𝗻 𝗧𝗮𝗸𝗶𝗻𝗴 𝗮 𝗦𝘁𝗮𝗻𝗱 𝗢𝘃𝗲𝗿 𝗚𝗲𝗻𝗱𝗲𝗿 𝗣𝗮𝘆 𝗚𝗮𝗽 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 New research reveals a powerful message: 61% of Australian women and 36% of men are ready to leave their jobs over gender pay gaps. Discover how gender pay gaps are influencing job satisfaction and employee retention. Read more here: https://bit.ly/3VdLaZS Let's make equality the standard, not the exception. Connect with us on 02 8004 9350 and discover how we can help. #wealthmanagement #financialservices #businesssuccess #recruitment #recruitmentspecialist #talentmanagement #employment #recruiting #recruitment #godfreygroup #genderpaygap

Effective communication on an issue is often the difference between being seen to be part of the solution, rather than the problem. For qualifying employers anxiously awaiting next month's (first-time) publishing of gender pay gap data by the Workplace Gender Equality Agency, remember that people will likely be far more interested in hearing what your organisation is doing to address this critical global issue than pointing the finger. In this piece for Six O'Clock Advisory, I've sought to contextualise the gender pay gap problem and offer some advice around a related communication approach for employers. #genderpaygap #genderequality #genderinclusion #communicationstrategy #reputation

In case you've missed it, from the start of this month Australian companies who employ 100 or more people are now required to publish their median gender pay gap between male and female employees. It is the first time the Workplace Gender Equality Agency (WGEA) will publish the first set of private sector employer pay gaps (out on Feb 27th) covering reporting for 1 April 2022 - 31 March 2023. Whilst companies have been reporting on this for a while now, it's the first time the information will be made publicly available increasing both transparency and accountability. Companies will need to provide contextualization and be able to explain reasons for their gap, with reputational risk high for those who fail to report to WGEA. Without the right tools or available data at the ready, this could be a real challenge for many organisations in the first round. With predictions made by ADP Research Institute that in the year ahead, men can expect to see a pay increase of 6.3% on average vs 5.2% for women. There is a way to surface discrepancies and inconsistencies in the performance and rem review process within your organisation and enable the chance to reflect the whole impact and contribution of each employee when running your rem review cycle. If you are still completing this process on spreadsheets then there is a much better way and you should take a look at ELMO Software's Remuneration tool: https://lnkd.in/g-bQ6Dhi We're on a mission to help all employers make fairer and better data driven people decisions! James Haslam Kate Wilkinson Kate Jones

𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗹𝗮𝘀𝘀 𝗖𝗲𝗶𝗹𝗶𝗻𝗴 The 'gender pay gap' is more than just a statistic—it’s a barrier that prevents many women from reaching their full potential. At Recruitment Central, we believe achieving gender pay equity isn’t just fair, it’s smart business. Together, we can create workplaces where everyone can thrive. Read more here: https://bit.ly/3zflm7g #recruitmentcentral #GenderEquality #EqualPay #GlassCeiling

The recently released Workplace Gender Equality Agency (WGEA) data marks a pivotal moment for corporate Australia. Companies like Aware Super and a2 Milk openly address their challenges and outline proactive measures, while others choose silence. Daymark Director Mark Paterson looks at why transparency is crucial for corporate leaders when navigating these conversations. #GenderPayGap #WGEAData #WorkplaceEquality #LeadershipTransparency #ReputationManagement https://lnkd.in/gR-TigrR