Addidat

Huge congratulations to Sonia Nath, one of Addidat's ESG advisors, for being shortlisted in the Financial Times's as one of the Women of the Future Programme 50 rising stars in ESG 💥 👏 💥

What a year 2024 has been! A huge thank you to all our clients, advisors, friends, partners and to everyone who's engaged with us this year. Together we are helping smaller, growing companies to grasp the opportunities that ESG presents, in a right-sized way. And for the first time allowing their investors to really understand the relative market performance, identifying untapped value and risks in the small and micro-cap markets. From the whole team here at Addidat - thank you, and see you in 2025! #ESG #smallcap #thanks #2024review

We are absolutely thrilled to share Sunny Amrat-Nath’s promotion to Director of Engineering! The Addidat platform is now live and that is in no small part due to Sunny’s brilliant technical design and engineering, along with his outstanding focus upon building a client-centric and user friendly solution. Huge congrats from the whole team Sunny!!👏👏👏

- Understanding the gender pay gap in the small cap market; what does Addidat's data tell us? - COP29; a reflection on the macro status on climate change and what this means for firms - Stewardship in focus; the FRC launches Stewardship Code Consultation All this an more in our latest ESG digest for the AIM & UK small cap communities. As ever, we hope you enjoy the edition and find it useful. Subscribe to receive a copy in your inbox, and please share with anyone you think may benefit. #esg #ceoinsights #smallcap #sustainability #corporateresponsbility

Last week was the UK's equal pay day, the day in the year when, based on the gender pay gap, women overall in the UK stop being paid compared to men. Whilst the UK's pay gap creeps slowly downwards, Addidat's data provides insights into the challenges for smaller firms. The UK government's increasing focus on pay equity, as evidenced by the proposed Employment Rights Bill, underscores the ongoing relevancy of creating diverse workforces. For many small-caps, while not directly targeted by the current bill, they should be mindful of the evolving regulatory landscape and consider implementing proactive strategies. Read our article which summarises ✔ The latest report from the ONS on the UK's average pay gap, ✔ How AIM companies compare, including a sectoral view ✔ Trends in diversity reporting ✔ How companies are responding Contact Beth Scaysbrook if you'd like to see how our data and expertise can accelerate your progress in measurement and developing right-sized interventions and targets to affect change.

- The evolving role of the Non-executive Director – a study including insights from over 200 directors - Carbon Neutral vs Net Zero – are you overselling or underselling your climate strategy? - The growing conflict between AI and Nature - what does a 100-word email cost? All this an more in our latest ESG digest for the AIM & UK small cap communities. As ever, we hope you enjoy the edition and find it useful. Subscribe to receive a copy in your inbox, and please share with anyone you think may benefit. #esg #ceoinsights #boardinsights #sustainability #corporateresponsbility

Hear Addidat's CEO Nina Spencer on 4th November in the Transpire - Global Director Network event on Due Diligence as part of their pre-IPO growth series. Register - https://lnkd.in/ei4uJ9sE #governance #corporategovernance #growth #NED

Navigating the New Era for the Non-Executive Director - an insightful report shining a light on the current trends and perceptions of NEDs based on a survey of over 200 board members. There are some great learnings and take aways from this report as summarised below. From an ESG perspective, and as Addidat's Chief Client Officer Beth Scaysbrook comments on in the report, this survey highlights one of the biggest challenges in ESG - a lack of universal definition. Understanding what ESG means to the firm is key to enabling NEDs to appropriately challenge decisions on ESG investment and strategy, and to ensure constrained resources within firms are focused on initiatives that return investment. It's great to see that ESG is on the priority list for training, and for any NEDs looking to keep abreast of key trends and news, sign up to our free to access monthly digest here https://lnkd.in/eHwBQ6EU Thank you to Norman Broadbent Plc and BDO UK LLP for producing this important report, which you can access here https://lnkd.in/e7_pryZ3 #insights #NED #ESG #boards

- Cracking ESG communications - A business case for equal parental leave - AIM Awards 2024 - The importance of the UK Growth Markets ahead of the budget Read about all of this more in our latest ESG newsletter for the UK small-cap and AIM communities. Subscribe to receive notifications of new issues and please share with anyone you think may benefit. #ESG #CEOinsights #smallcap #AIM #sustainability

Statues, Slings, and the Business Case for Equal Parental Leave Last week, the campaign group The Dad Shift made headlines by tying baby slings to male statues across central London. Pregnant Then Screwed has run similar campaigns in the past. Their message? The UK has the worst paternity leave in Europe, with just two weeks of statutory pay. While some firms top up paternity benefits, most don't offer extended paid leave for fathers - a stark contrast to policies in other countries. Firms with the best parental leave policies provide equal benefits to all new parents. But the business case for this may not be obvious, especially for smaller, growing firms with tighter margins. Here's why equal parental leave is a strategic play, not a cost: ☑ Tap into the full talent pool.  Unequal parental leave perpetuates hiring biases against women, especially in smaller firms and in higher-paid roles. Without benefit parity, the increased cost of maternity pay continues to disadvantage female candidates. ☑ Retain talent. Addidat's data shows firms recruit and maintain women equally in lower paid roles but struggle to maintain gender parity as employees climb the ranks (over 16% drop off from lower quartile to upper quartile by pay). As companies grow, the true cost of losing top performers - from hiring replacements to lost institutional knowledge - can be crippling. By supporting all working parents, you'll reap the rewards in improved retention, engagement, and continuity with scale. ☑ Drive perpetual meaningful change. As with all diversity initiatives, meaningful change can only come from those who have power. Diversity initiatives often falter when those in power haven’t directly experienced the challenges that deep rooting inequality presents. Equalising leave helps leaders empathise with the realities of work-life balance, spurring investment in policies that support working parents, and delivering change and benefits for years to come. ☑ Reputational advantage from social impact. By equalising parental leave, fathers take on more of the mental load and logistics of childcare, decreasing the home life pressure on women that often sees mothers leave the workforce, or chose to remain in lower paid positions.  An equal parental leave policy is a clear indication to current and potential employees and clients that you are serious about equity in the workplace. At Addidat, we've implemented equal parental leave, knowing the challenges for a small business. But we believe in the long game. Investing in our team is critical, and as a female-led company, we champion how equal policies drive wider social change that benefits us all. See more pictures from the campaign and The Guardian coverage: https://lnkd.in/ecDBDc7X