HR Magazine – Some FTSE firms still taking “one and done” approach to women on boards

HR Magazine – Some FTSE firms still taking “one and done” approach to women on boards

There are still a large number of FTSE 350 firms with just one woman on their boards, according to the Hampton-Alexander Review’s mid-year update. It has revealed that since the review and the Investment Association wrote to 69 companies with one woman or less on the board outlining their concerns in mid-March this year, 20 have now appointed women but 14 companies have not yet responded. (more…)...
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Jungle CEO supports new Black Country Initiative

Jungle CEO supports new Black Country Initiative

Jungle CEO, Teresa Boughey, has joined a new initiative to support, celebrate and inspire business women set up by the Black Country Chamber The Black Country Women in Business forum was launched on March 8th - International Women’s Day and has the backing of West Midlands Mayor, Andy Street. (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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U is for Unconscious Bias

U is for Unconscious Bias

Unconscious bias training and women in leadership programs are all important components of an inclusive learning strategy. However, they should not be the only elements. Research has shown that when unconscious bias training is a stand-alone programme it actually causes individuals to have their awareness raised about their potential unconscious biases. If you then provide little support or direction, in terms of what to do as a result of these feelings, you could even be in danger of this being reinforced. (more…)...
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S is for Stretch Assignments

S is for Stretch Assignments

Stretch assignments are opportunities for individuals to take on additional projects or potential secondments. Giving someone a task which is outside of their comfort zone can expand their knowledge, build their confidence and prepare them for career progression. (more…)...
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Gender Pay Gap – Missed Opportunities

Gender Pay Gap – Missed Opportunities

Two articles caught my eye this week regarding the progress on gender pay reporting. The FT article (Government refuses to change gender pay rules – September 13) revealed that the government has refused to look at changes in gender pay reporting for a further five years. Yes, you read that correctly –  five years!!!  And then they wonder why progress is so slow. I completely agree with the Commons Treasury Committee that said that the current exemptions, for Equity Partners in Accounting and Law firms and those companies with less than 250 employees, could skew the trends coming from the reporting data...
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Diversity – Creating a Climate for Change

Diversity – Creating a Climate for Change

With women making up 50% of the workforce – surely we don’t need special roles created to help women progress in their careers?  Amanda Jones disagrees. She was appointed to a newly created role as Women’s Advancement Director for law firm Dentons, to help women lawyers at the firm boost their development and progression to partner and leadership positions. In an interview with HR Magazine she commented that women are still often viewed as a minority despite making up more than half of the workforce. (more…)...
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Appalling Excuses for not Appointing Women Board Members

Appalling Excuses for not Appointing Women Board Members

I’ve heard some excuses in my time, but never those more shocking than ‘The Top 10 worst excuses for not appointing women executives’ (BBC News 31st May).  These so called ‘explanations’ from a range of Chairs and CEO’s were heard by the team behind the government-backed Hampton-Alexander Review, as the review reaches it halfway stage. The Hampton-Alexander review was established to increase the number of women in senior positions and has challenged all FTSE companies to ensure at least a third of their board members and leadership are women by 2020. The Top 10 worst ‘explanations’ included:  "I don't think women fit comfortably into...
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A New Take on the Role of CFO

A New Take on the Role of CFO

The Recruitment and HR media have been quick to pick up on an interesting news story this week (4th July 2018) regarding a ‘pioneering Tech Company’ advertising for an interim CFO.  But this time it's not a Chief Financial Officer… it’s a Chief Feminism officer (CFO). Spurred on by increasing government and media interest in gender equality the advert stated that the hiring organisation, having investigated how it treats its female workforce, found that the firm was in fact ‘part of the problem’. A bold move indeed to put the spotlight and focus on one role to improve diversity in the workplace....
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E is for Equip

E is for Equip

With the government firmly shining a spotlight on the need for organisations to increase the presence of women into leadership positions there’s never been a more important time for organisations to consider how they develop and support women in the workplace. Challenges for Women in Leadership Research shows that women often face challenges which are not typically experienced by their male colleagues. For example, women will often only apply for career advancement if they feel they exceed the role and qualification requirements rather than just meet some of the criteria. (more…)...
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