Little Change in Gender Pay Gap Figures

Little Change in Gender Pay Gap Figures

According to the BBC earlier today, not much has changed in the terms of the mean gender gap, it has lowered slightly from 9.7% to 9.6%. Whilst some companies will have missed the deadline, the majority of the expected 10,000 organisation did publish their gender pay information in time. So, now the analysis  of the data commences, as well as scrutiny of those organisations who missed the deadline and examination of the narratives from those where the gender pay gap has widened. There are also important lessons to be learned from those narratives where the gap favoured women - just 14%. ...
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Celebrating International Women at Work

Celebrating International Women at Work

It was something a bit different for the March All Party Parliamentary Group (APPG) on Women and Enterprise. We were delighted to be joined by the Female Ambassadors Group to celebrate International Women’s Day to discuss the advancement of women in enterprise around the globe.   Her Excellency Baiba Braze, Ambassador of Latvia chaired the meeting alongside Craig Tracey MP and guests included Ambassadors, Charge D’affaires and High Commissioners from worldwide locations such as Canada, Sri Lanka and Rwanda. (more…)...
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Early Gender Pay Gap Reporting Reveals an Uncomfortable Truth

Early Gender Pay Gap Reporting Reveals an Uncomfortable Truth

Ahead of the April deadline for Gender Pay Gap reporting the BBC has found that some companies are actually reporting wider gaps then they did last year with the Construction and Finance/Insurance sectors having the highest pay gaps to date. Although only 10% of organisations that employ over 250 people have reported their figures so far, and the median gender pay gap is a slight improvement from 8.4% to 9.7%, this is still disappointing news for female workers in some of the largest companies in the UK. (more…)...
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Z is for Zero Tolerance

Z is for Zero Tolerance

Everyone within an organisation has a role to play when creating a diverse and inclusive culture and no form of anti-discrimination behaviour should be overlooked. Creating an inclusive culture, one that really celebrates diversity and a place where everybody feels that they belong, is a wonderful milestone to achieve or to aim for, but it's a long journey and path to follow. It's therefore important that along that journey, there is zero tolerance. That nobody makes excuses when anti-discriminatory practices are uncovered or unfold. (more…)...
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Y is for Youth of Today, Talent of Tomorrow

Y is for Youth of Today, Talent of Tomorrow

So, our youth of today are our talent of tomorrow. It's therefore important for organisations to reach out to the local youth communities through schools and colleges and develop a network and a connection with young people who are just deciding what they want to study or what industries they want to work in. (more…)...
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Diversity and Inclusion – Five Top Trends for 2019

Diversity and Inclusion – Five Top Trends for 2019

There has been plenty of progress in the world of diversity and inclusion but will it be such a hot topic in 2019? Here are my predictions, in no particular order, for trends to watch out for, or act on, if you want to get ahead on your D&I journey. 1. Improved Gender Pay Gap Reporting There will be continued scrutiny on gender and ethnicity pay and representation and the gaps which still exist. I think we will also see smaller companies taking proactive steps to review and analyse their data and build inclusive companies, despite the government rejecting calls to widen...
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X is for the XY Generation

X is for the XY Generation

Baby boomers, millennials or the XY generation, are all representative of the broad workforce demographics that exist within your organisation. The different generations will demand different working environments and therefore it's important that organisations are able to tune into the requirements of these different generations. It can be a challenge but you need to develop and build processes and procedures to enable all ages and types of people to thrive and flourish. (more…)...
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W is for Work Life Balance

W is for Work Life Balance

So, work life balance initiatives are essential to ensure that employees are motivated to do their work effectively,and to give their best. It's also important to recognise that work life balance looks and feels very different for each individual. Some individuals have family or childcare responsibilities. Some individuals might have caring responsibilities. Whilst other individuals may not have  any particular responsibilities but equally value the importance of flexible working to enable them to enjoy activities outside of the workplace or manage their lives more effectively. Enabling individuals to bring their whole self to work and to recognise the importance of mental and...
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Ethnicity Pay Gap Reporting

Ethnicity Pay Gap Reporting

Will you be one of the companies that respond to the Government consultation on Ethnicity Pay Reporting which closes on January 11 2019?  Or will you be standing on the side lines waiting for others to step forward? We need change.  We need organisations to take proactive steps to create Diverse and Inclusive workplace cultures.  Employees should feel respected and valued for their unique differences.  The outcome of the Government’s consultation could result in the requirement for organisations to extend the scope of the annual gender pay reporting to include reporting of gaps in ethnicity pay. We know from the annual gender...
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V is for Value Differences

V is for Value Differences

We all have our own unique differences and it's important that we recognise these. Instead of seeing these as something negative, we should see them as an opportunity to leverage the strengths that a diverse workforce bring. Tools such as Insights Discovery, the psychometric tool, are a great way to enable individuals to really start to recognise the differences that they bring to work. (more…)...
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