Some great insights in the latest Gender Equity Insights report released yesterday. Flexible Working is here to stay so let’s all get on the bus and adopt a flexible mindset when and how we employ our people. The focus must be on delivering organisational outcomes for all stakeholders and not adhering to a set of rigid employment practices adopted early last century.

As we release data on employer and company gender pay gaps in Australia, its to consider how the gender pay gap operates in the gig economy where laws to compel companies and employers to publish such data do not apply.

This is another example of gender bias where women are punished for what men get rewarded for! A recent study by Munsch, O’Connor, and Fisk (2024) found that when men work 40+ hours a week, they are seen as highly ambitious and promising for advancement. 💼 In contrast, when women work the same long hours, the study participants are skeptical, questioning whether women's extended hours reflect poor time management rather than dedication. 🤔 This research underscores the double standards in how society perceive and reward work across genders. 📚 Source: Munsch, C. L., O’Connor, L. T., & Fisk, S. R. (2024). Gender and the Disparate Payoffs of Overwork. Social Psychology Quarterly, 87(1), 22-43. #GenderBias #EqualWorkEqualPay #ChallengeTheBias #WorkplaceEquality

The return to work after maternity leave is a challenging transition for women, with a significant risk of career derailment. It's because most organizations don't have any type of “return to work” support systems in place. This lack of support leaves working moms to fend for themselves; to figure out how to prioritize. This leads to feelings of anxiety about coping with responsibilities and the ability to do the job. Any organization that wants to improve its support for working moms must start by assessing its current performance. If the goal is to improve gender equity within the organization, then these are the questions you need to consider: 🤰🏾 What percentage of women return to work after their first and/or second child? 👩🏾💼 What happens to women’s careers when they return to work? 💸 Do you track pay and progress of women overall? 👨🏾💼 How does this compare to men? 📊 What is the breakdown of men/women managers and leaders in your organization? How does their pay compare? 📊 How many positions are designed and advertised as flexible? By posing these questions you’ll be able to build a baseline understanding of how well your organization is doing and set targets for where you want to be. How does your organization support working moms? #workingmoms #genderequity #maternityleave #worklifebalance P.S. If you'd like to learn more about gender equity and where your organization is in the journey, my Gender Equity Assessment will help you to identify what to focus on to improve gender equity in the workplace. Click the link below to take this 2 minute assessment and find out your score. https://lnkd.in/gN-SmBkq

For businesses to truly bridge the gender pay gap, systemic change is non-negotiable and involves 3 key steps. #genderpaygap, #equitablecompensation, #corporateculture, #selfadvocacy https://lnkd.in/eEjFv3vy

According to the 2023 Global Gender Pay Gap Report, it will take 131 years to achieve complete gender parity. Whilst organisations have made concerted efforts to the imbalance, there is still a lot more work to do. For this year’s International Women’s Day, which was on Friday 8th March, we’ve compiled a report that highlights the current state of play across our three core markets and shares how to attract and retain talented women into senior, executive and board-level roles. Click here to view the full report: https://lnkd.in/eFpFcxxc

🚨 A CMI survey of 1,000 UK managers found that one in three male managers (31%) think too much effort goes into achieving workplace gender balance. Conversely, significantly more women than men think too little effort is made (39% vs 18%). 🤔 What are your thoughts on these statistics? Comment below 👇 Source: CMI Managers Voice Pulse Point Poll, conducted between 23rd March and 3rd April 2023. #InternationalWomensDay #InspireInclusion #IWD2024

Today we celebrate International Women's Day, a global day to recognise and celebrate the social, economic, and political achievements of women. We are pleased that the recent analysis of the gender pay gap within our organisation reveals a median of 0% and a total workforce composition of 54% female, reflecting our commitment to fostering a workplace that values equality and inclusivity. This achievement underscores the strides we have taken in promoting fairness and equal opportunities for all employees. While these results are encouraging, we recognise that achieving a 0% gender pay gap median is just one step in a continuous journey towards creating an equitable workplace. Our focus remains on fostering an environment where every individual, regardless of gender, feels empowered and valued. #InternationalWomensDay #CountHerIn #InvestInWomen #TheHoytsGroup

Good to see this powerful piece highlighting the systemic roots of gender gaps in employment. It's high time we move beyond blaming individual choices and tackle the ingrained biases within our structures. Don't you think? https://lnkd.in/dGA5gCUE

Explore the pivotal debate of WFH vs. WFO with our latest webinar, "Balancing Act: WFH vs. WFO - Gender Diversity Dynamics & Opportunities." Our expert panel dives deep into the impact of remote work on gender diversity and the unique opportunities that arise as we navigate the return to office dynamics. 👉 In this insightful discussion, we address the significant resistance to the traditional office return and examine how it affects women employees seeking to balance work and family commitments. Discover actionable insights on fostering inclusivity, enabling work-life balance, and accelerating progress for women in the workforce. 📺 Watch the full webinar here to gain invaluable perspectives: https://lnkd.in/gqDmSehX Join us in shaping the future of work and championing gender diversity in the workplace. Together, let's create a more equitable and inclusive environment for all. 💼💡 #InvestInWomen #WFHvsWFO #GenderDiversity #WorkLifeBalance #RemoteWork #Webinar #InterviewDesk #Gallophire