Nayi Disha’s Post

The Gender Pay Gap is still a pressing issue in the games and interactive industry. From today the gender pay gap is now at 11.3% up from 10.7% last year. For Black, minoritised, and disabled women, the gap is even more stark with the highest figure reaching 28.4% Some reasons include but are not limited to: ❌ Unequal caregiving responsibilities ❌ Lack of affordable childcare ❌ Pay discrimination Let’s lead the change: 🏆 Champion salary transparency 💼 Normalise flexible working for all 📈 Create equitable pathways for career growth We take pride in our annual survey as it gives us the ability to share information like this in the hope that we can truly make a difference in the industry. ❤️ 🔗Take the survey here: https://lnkd.in/eM-3bRiH #EqualPayDay #GamesIndustryEquality #Skillsearch

In their new research, The Fawcett Society identify key causes of the gender pay gap. Some examples include: 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 & 𝐎𝐜𝐜𝐮𝐩𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐒𝐞𝐠𝐫𝐞𝐠𝐚𝐭𝐢𝐨𝐧: Women are often concentrated in undervalued, lower-paid sectors. In addition to this, women are often underrepresented in leadership roles. 𝐌𝐨𝐭𝐡𝐞𝐫𝐡𝐨𝐨𝐝 & 𝐂𝐚𝐫𝐢𝐧𝐠 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: Mothers experience a greater pay gap than women without children, driven by limited access to well-paid flexible work and a lack of affordable childcare. 𝐃𝐢𝐬𝐜𝐫𝐢𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧 & "𝐔𝐧𝐞𝐱𝐩𝐥𝐚𝐢𝐧𝐞𝐝" 𝐅𝐚𝐜𝐭𝐨𝐫𝐬: Even if all measurable factors (e.g., hours worked, type of work, education) were equal, 63% of the pay gap remains unexplained. This could stem from discrimination and systemic biases. Download our detailed salary survey and identify any gaps in your sector > https://lnkd.in/eGfdbYFs

✨ Breaking Free from Cultural Norms ✨ After reading this post, I just felt I had to share this as it deeply resonated with me. For years, I unknowingly limited my own career growth to fit into cultural expectations—prioritising my husband and my in laws above all, even at the cost of my own ambitions. It took a lot of courage and self-reflection to realize this pattern and make the conscious choice to break free. It wasn’t easy, but choosing me and my goals was one of the most empowering decisions of my life. 💡 Why am I sharing this? Because I know I’m not alone. Too many women are told—implicitly or explicitly—that they must shrink their aspirations to “fit in.” This is why I’m so passionate about helping women rewrite their narratives through my career coaching business. Let’s spread awareness and create a world where women don’t feel they need to choose between personal success and cultural acceptance. Your dreams matter. Your growth matters. And you matter. Never again will I dim my light, and I encourage others to do the same. If this resonates with you, let’s start a conversation—together, we can challenge these norms and pave the way for future generations. 💬 Share your thoughts or tag someone who needs to hear this today! #CareerGrowth #WomenEmpowerment #BreakingBarriers #CulturalExpectations #CareerCoaching #EmpoweredWomenEmpowerWomen #empowermycareer

A large share of the gender gap (in employment, wages, promotions, earnings) comes from the differential impact of parenthood: the so called “child penalty”, which is borne disproportionately by mothers. The child penalty is a general phenomenon, but the size of the penalty varies enormously across the world. 🔥 This article by Gabriel Leite Mariante highlights a great new online resource for exploring international data on the topic: The Child Penalty Atlas. The Atlas is a joint work with Professors Camille Landais and Henrik Kleven. 👉 Read the article here: https://buff.ly/458tIJc 🌍 Find the Atlas here: https://buff.ly/4c5oOzg #GenderPayGap #PeopleAnalytics #ChildPenalty #Inclusion #HR 🚴♂️ Enjoy posts like this? 👉 Sign up to receive my quarterly roundup: https://buff.ly/3uK9Qvk

🚨 From today, women in the UK are effectively working for free until the end of the year. The gender pay gap has widened again—now 11.3%, up from 10.7% last year. And for Black, minoritised, and disabled women, the disparities are even worse: → Bangladeshi women: 28.4% → Pakistani women: 25.9% →  Mixed White and Black Caribbean women: 25% Why is this still happening? The Fawcett Society highlights three key reasons: → Unequal caregiving responsibilities: Women are more likely to take part-time or insecure jobs, limiting their earning potential. →  The 'Motherhood Penalty': A lack of affordable childcare pushes many women out of well-paying careers. → Pay discrimination: Even in identical roles, nearly two-thirds of the gap remains unexplained. What can we do to help close the gap? ✔️ Make flexible working the norm for all employees ✔️ Commit to salary transparency to ensure fairness. ✔️ Advocate for flexible working for men too to challenge stereotypes and share caregiving responsibilities. #EqualPayDay #GenderPayGap

Pay particular attention to the extra gaps and the 'what can we do' section :)

🚨 It's International Men's Day—and yet this is still the reality for women in the UK. From today, women are effectively working for free until the end of the year. The gender pay gap has widened to 11.3%, up from 10.7% last year. And for Black, minoritised, and disabled women, the gap is far worse: → Bangladeshi women: 28.4% → Pakistani women: 25.9% → Mixed White and Black Caribbean women: 25% How is this still happening in 2024? The Fawcett Society highlights these key drivers: 💼 Unequal caregiving roles: Women are more likely to take part-time or insecure jobs, limiting their potential. 🚸 The Motherhood Penalty: A lack of affordable childcare forces women out of high-paying roles. 💷 Pay discrimination: Nearly two-thirds of the gap remains unexplained. On International Men’s Day, let’s also challenge male caregiving stereotypes and advocate for a future where flexibility, fairness, and pay equity are a reality for everyone. 💡 Here’s how we can close the gap: ✔️ Normalise TRUE flexible working for all employees. ✔️ Commit to salary transparency. ✔️ Advocate for shared caregiving roles by promoting flexible work options for men. 💬 What are you doing in your organisation to help tackle the pay gap? #InternationalMensDay #EqualPayDay #GenderPayGap #FlexibilityForAll

What does the WGEA gender pay gap data tell us about how inclusive workplaces are for parents? Read all about it in my very first published article on HR Leader! https://lnkd.in/gzSyWYbC #WGEA #genderpaygap #inclusiveworkplace #parents

📢 You read that right. Equal Pay Day is here—the day when women stop being paid compared to men for the rest of the year. This year, Fawcett Society reveals the gender pay gap has widened to 11.3%, with women earning £631 less a month on average. Why does the gap exist? 🔹 Women often take on part-time, low-paid work due to caregiving. 🔹 High childcare costs force many to leave careers. 🔹 Pay discrimination still exists, even in the same roles. 🔹 Black, minoritised, and disabled women face even bigger gaps. You can start to see why it can be more challenging for women to get on and navigate the property ladder. How can we close the gap? ✅ Make flexible work the norm. ✅ Create affordable childcare. ✅ End pay discrimination. ✅ Tackle intersectional pay gaps. Closing the gap benefits everyone. 💬 What changes do YOU want to see? #EqualPayDay #GenderPayGap #FairPay #EqualityMatters #WomenAtWork

Happy International Women's Day! Your annual reminder that to understand the #genderpaygap, you must understand that unpaid labour (such as childcare) leads to women making different career decisions than men. My recent analysis, citing Claudia Goldin's Nobel-Prize-winning research on the gender wage gap, demonstrates how #labourproductivity can be impacted through better job-matching as a result of more childcare funding. https://lnkd.in/gVahHD-D #iwd2024