Julie Taylor’s Post

Gender pay gap is a significant issue globally, with various factors contributing to it, including discrimination, occupational segregation, and caregiving responsibilities. Addressing the gender pay gap is crucial for promoting women's economic security, as closing the gap can lead to increased financial stability, better career opportunities, and overall economic empowerment for women. Policies focusing on pay transparency, equal pay legislation, and support for work-life balance can help mitigate the gender pay gap and enhance women's economic security. #IWD #IWD2024 #womenseconomicsecurity #InvestInWomenAccelerateProgress

Interesting this week to note the bright young things in work places expressing surprise and dismay about the gender pay gap report as women over 40 roll their eyes and wonder how anyone could be surprised and the guys just try to keep a low profile. The consistency in corporate responses has been particularly amusing to me personally. Call me a cynic, but as someone who has never been able to stomach the corporate cool-aid, here is my interpretation of the most common talking points rolled out by (mostly female) HR departments: "We're not very happy about it but we had no choice; the gender pay gap report is about to be published this week. Please don't be mad at us, none of this is our fault because: 1. There is a patriarchy and it's not our fault. It's just that most of our board members and all of our executives are men. 2. Our old over-paid male engineers just wont go! 3. Our junior women are paid just as badly as our junior men and that is called pay equity 4. Let's all be grateful that we don't work at Lorna Jane 5. Please don't shoot the female messenger #genderequality #equalpay #enoughisenough https://lnkd.in/gkN-i6zM

March is here, and organisations are submitting gender pay gap reports. But is it enough? The current system misses the mark on intersectionality. Ethnicity pay gaps still remain visible for people from minority groups. Financial Services organisations are being called on to step up! Recent investor action is a great start, but we now need to make ethnicity pay gap reporting mandatory. Let's push for transparency and inclusion in all workplaces. What support do you need to impact change in this area? Please share your experiences in the comments. #diversityandinclusion #genderpaygap #ethnicitypaygap #financialInclusion

What can we do to reach gender pay parity quicker? It's the 21st century, this should be top of so many agendas 📉 And yet... @PwC UK's latest insight shows it will take 45 years for the gap to close completely. This means for a 21 year old woman entering the workforce today, gender pay parity remains out of reach. #GenderPayGap #PayParity #PwC #PwCUK

Our recently published Gender Pay Gap Report 2023 highlights our ongoing commitment to achieve gender equity at NNL. With women currently making up 32% of our employees as of April 2023, we recognise the need for continued efforts to attract, retain, and advance women within our workplace. While our pay gap is lower than the UK average, we acknowledge there is still work to do. Achieving gender parity is crucial not only for fostering a fair and inclusive workplace, but also for maximising innovation and driving long-term organisational success. Within the report, we critically evaluate measures taken so far and assess their effectiveness, driving us forward in our mission to create an equitable workplace. Read the full report: https://lnkd.in/gVST-jhg

The gender pay gap hurts the economy as a whole. If you are looking for simple ways to make sure your company is maximizing its potential, please follow Utah Gender Pay Gap. In the coming months, you will see suggestions on how employers and employees can work together to move Utah forward!

Company-specific gender pay gaps were revealed for the first time earlier this year. Enter your industry and company in our interactive chart below to see how they measure up.

💬 Are These Policies Enough to Advance Women’s Equality? 💬 The new Labour government has outlined several key policies aimed at promoting women’s equality. Here’s a snapshot: A plan to ‘make work pay’ Strengthening rights to equal pay Protections from maternity and menopause discrimination and sexual harassment Reducing the gender pay gap Supporting the Equality Act’s rights and protections for single-sex exceptions These are ambitious and important steps, but are they sufficient to achieve real change? 🤔 We explore this further in our blog on Labour’s Respect and Equality for All Commitments here: https://buff.ly/4fxaGB8 I’d love to hear your thoughts, how can we ensure these policies are effectively implemented and make a tangible difference for women in the workplace? What additional measures might be needed? #hr #training #education #onlinetraining #learning #inclusion #equity #development

Addressing the ethnicity and gender pay gap. Worth the conversation!